7 common interview mistakes (and how to avoid them)
It’s no secret, the interview process is one of the most important stages during the hiring process and also the stage most prone to simple errors and costly mistakes.
It’s important to prepare for both how you conduct the interview and how you interact with the interviewee.
Avoiding common interview pitfalls makes the hiring process run smoothly and helps you avoid losing out on great candidates. Here are 7 mistakes to steer clear of.
1. Being late
"Turning up late to an interview doesn’t exactly inspire confidence, especially when you're trying to position your organisation as an employer of choice in a competitive, talent-short market. If the situation were reversed, chances are you wouldn’t be impressed either,” says Greg Kouwiloyan, Director and Co-Founder of Method Recruitment Group, as it adds undue pressure to the situation and can negatively impact a person’s performance during interview.
People often step out from their current day job for an interview, so it’s vital that you set an interview time and stick to it. If you’re interviewing multiple candidates in a row, factor in the possibility of going over time and build this into your scheduling just to be safe.
It’s worth noting, being prompt creates an atmosphere of mutual respect and sets the tone for a positive candidate experience, it will certainly leave a lasting impression on your brand and business regardless of the outcome.
2. Being under-prepared
Not reading a jobseeker’s resume before an interview shows you haven’t valued the time they’ve dedicated to the process or worse, that you’re disinterested before even meeting them.
Reading a resume thoroughly not only helps you to identify any gaps or concerns but also helps you develop targeted questions to better understand a candidate’s experience and suitability for the role.
A prepared interviewer also gives candidates a positive insight into the culture of your business, alignment to core values and vision, talking about their growth pathways, learning and development opportunities and showcasing examples where people have been successful across your business will leave a lasting impression.
3. Focusing too much on skills and experience
Kouwiloyan says “Using example-based questions during interviews is a highly effective technique. It encourages candidates to draw on their past experiences and demonstrate how their skills and knowledge can be applied to the specific role or working environment.”
“For example, asking a candidate to 'Describe a situation where you had to adapt to a significant change at work. How did you handle it?' can reveal valuable insights into their adaptability and problem-solving approach. Another strong question might be, 'Describe a project you worked on that required you to manage multiple tasks simultaneously. How did you ensure everything was completed on time?' These types of behavioural questions allow candidates to reflect on real experiences and demonstrate how they apply their skills in practical, high-pressure situations. One of my personal favourites remains the question about adapting to change, as it often uncovers both resilience and resourcefulness.”
“While some job seekers may not tick every box lack in skills and experience, they may bring a high level of commitment and the potential to make a strong cultural contribution. Taking this into account allows you to assess not only their current capabilities, but also their alignment with your business values and their ability to grow into the role over time.”
4. Throwing curveballs
While some people argue that curveball questions “help you separate high from low performers”, Kouwiloyan believes that “it's not the actual answer to these types of questions that matters, what truly counts is how you approach them and the reasoning behind your response.”
While asking a candidate, “what kitchen utensil would you be and why?” might showcase their pragmatic thinking or problem-solving skills, curveballs generally confuse candidates and steer them off track. Steer clear of questions without purpose - when you have 45 minutes to an hour to really get to know this person, use this time productively!
Instead, ask questions based on the selection criteria and allow job seekers to show what they can offer.
5. Dominating the conversation
An interview is a two-way street, so be sure to give candidates the opportunity to ask their own questions.
Kouwiloyan says "truthfully, few things are more counterproductive in an interview than dominating the conversation. It's essential to create space for the candidate to speak freely, share their experiences, and express their perspective without interruption."
A conversation is two or more people it’s not enjoyable if one person doesn’t have a chance to chime in and learn about their possible future employer and leader”
6. Drawing the process out
Transparency around timelines is key, especially for strong candidates who may receive other offers. Be sure to communicate how many stages there are before making a potential offer, whether any testing is required and what the reference checking processes are.
This way a candidate can “map out how long the process will take and weigh this alongside other prospective offers,” Kouwiloyan says.
7. Underselling your organisation
An interview is an opportune time to position your organisation and team, so it’s important you highlight key attractions of the role and not focus too much on evaluation. This is particularly important for competitive roles and in instances where candidates have multiple offers.
As Kouwiloyan says “recruitment is a craft, not a pre-defined one-size-fits-all process” so try and tailor your approach to each person and build a relationship with them so they can see the value of being a part of your organisation.
Get interview ready
Prepare for your next interview with SEEK’s Interview Builder. This easy-to-use resource provides access to 40 best-practice interview questions in an easy drag-and-drop format.