Mistakes Employers Make During an Interview

How to avoid common pitfalls and optimize the candidate interview experience

83% of employees say that a negative interview experience can change their mind about a company they once regarded highly. And while the pressure during an interview typically rests on the candidate’s shoulders, employers should also seek to impress applicants and create a valuable experience.

These are some of the mistakes employers make during the interview process and how to avoid them.

What not to do during the interview process as an employer

Failing to prepare for the interview

To deliver the best interview experience, employers need to treat interviews with the same respect that candidates do. Quality applicants often spend significant time preparing materials, doing research, and thinking of questions to ask to put their best foot forward. Are you also putting in some effort?

At the bare minimum, set aside time to carefully review the candidate's resume and application information. It's helpful to arrive at the interview with notes and questions specific to their experience and skillset, so you can ask relevant questions. Dismissive, unprepared interviewers can leave a poor impression, and word spreads fast in professional networks.

Cutting the interview short

Employers can often tell in the middle of an interview that a candidate is not the right fit. One of the biggest mistakes you can make in this situation is to cut the meeting short rather than see it through to a respectable conclusion.

Candidates often take time off work and make personal arrangements to conduct what they assume to be a 45–60-minute interview. Suddenly dismissing them is disrespectful of their time and can paint a negative picture of your employer brand. It’s helpful to remember that just because an individual isn’t the right fit for a specific role doesn’t mean they won’t work for a future position.

Poor follow-up

As an employer, following up with all candidates after the interview process in a timely manner is essential, regardless of whether you are making them an offer or letting them know you’ve decided to go in another direction. Nevertheless, most employers drop the ball here, as 60% of candidates never hear back from companies after an interview. 

If you are definitely not interested in pursuing a candidate, let them know as soon as possible so they can move on to other opportunities. If your organization is their priority, they may be putting other interviews on hold until they hear from you.

Similarly, waiting too long to make a candidate an offer lessens the chances of securing that person for the job. When individuals don’t hear back, it makes them question your commitment to the process and pushes them toward seeking other opportunities.

Choosing the wrong interviewer(s)

Poor hires can happen because the right people weren’t involved in the hiring decision. Depending on the organization and the position, the number and types of interviewers will vary.

Many recruiters and HR managers opt for a hiring panel to mitigate personal bias and open the decision to multiple employees rather than just one. Ideally, those who will work with the candidate regularly will have a chance to participate in the interview.

Additionally, you want to choose interviewers who prioritize the professionalism of the process as well as the candidate. Don’t elect interviewers who tend to do all the talking or get too personal.

Prioritize the candidate experience

69% of candidates say they would share their negative candidate experience with their friends and network. Thus, eliminating these mistakes during the interview process can protect your organization’s brand and ensure you continue to see quality candidates in the future. 

Carrington Legal Search is celebrating 20 years in business: we were in the trenches with our clients during 9/11 and 2008. We partner with our clients to identify leaders and mission-critical talent to shore up and grow companies even during the most challenging times. We are here for you! To make our nationwide network work for you, get in touch at 512-627-7467 or email carrie@carringtonlegal.com.