Every job candidate knows that giving a weak interview can cost a candidate the job. But fewer hiring managers realize that conducting an interview poorly can also result in top candidates walking out on the process.
An interview is a dialogue. You’re evaluating the candidate to see whether they can bring the value you need, and the candidate is interviewing you to make sure you offer the right mix of challenges and opportunities that will allow them to do their best work. The best candidates are in high demand – they know they have multiple options, and they won’t settle for a substandard process or employer.
Here are three of the biggest “style mistakes” employers make while interviewing, and how to fix them:
Unfocused Interview Questions
Interviewing is a skill, and giving a good interview requires skilled preparation. Poorly conceived, “stock” interview questions that don’t focus on the key aspects of the job will leave a candidate feeling as if the interviewer doesn’t really understand the position. And if the interviewer doesn’t understand the job, it’s likely there will be little direction for the new employee.
Prepare for interviews by reviewing the key skills and abilities needed to succeed in the position. Then, use a variety of question types in order to focus on each candidate’s successful use of these abilities.
For each candidate, talking to a direct supervisor is a must. A brief “panel” interview with representatives from the department or from other parts of the company may be helpful, depending on the demands of the position.
The more interviews a candidate is asked to participate in, however, the larger the “investment” of time and energy into an uncertainty becomes. Smart candidates will abandon the project once their investment looks too large to be worthwhile – especially if they can land a similar job offer with lower personal cost elsewhere.
The purpose of an interview is to determine whether a candidate is a good fit for a job and for the team. While some technical skills may need to be assessed for particular positions, it is important to use task-based interviewing sparingly. Never assign arbitrary tasks that aren’t specifically what the candidate will do on the job. Doing so simply makes you look as if you don’t understand the job’s core tasks – which is not what top talent is looking for in a manager.
At Marquee Staffing, our SoCal-based recruiters can help you find the talent you need – and ensure your managers have the interview skills they need to encourage outstanding candidates to say “Yes, I’ll take the job!” Contact us today to learn more about our recruiting services in Orange County and beyond.