When you’re in the midst of hiring, the interview provides an invaluable opportunity to get more insight into each candidate. However, they’re also evaluating you in the process. That’s why it’s important to take steps to put them at ease, rather than stress them out. If you’re doing the following, though, you might be scaring them off instead.
#1: Making the interview feel like an interrogation.
There’s a lot on the line for an employer who’s hiring. However, rather than grilling each candidate about why you should hire them, approach the situation more like a conversation. Remember, just as you’re trying to get to know the individual, they’re trying to get a sense of whether your opportunity is the right one for them. Strike a friendlier tone with a conversational approach.
#2: Painting the job as perfect.
When a candidate asks you specific questions about the role and the company, be transparent. If you only talk about the positives, then they’ll walk away with a sense that the job might be too good to be true. They’ll also be disappointed if they’re offered it and it’s not what they expected. Instead, provide a more balanced view of the benefits and the challenges.
#3: Being disrespectful of their time.
For instance, don’t leave them in the reception area for a long time without explanation. Also, avoid looking at your phone or responding to emails during the interview. Otherwise, you’ll come across as rude. Your time is valuable and so is the candidate’s; keep that in mind for each interview.
#4: Being unprepared and only asking generic questions.
This is your time to dig into the background of each candidate and gain a stronger sense of whether they’re a good fit. A smart candidate knows this and expects careful questioning specific to their experience and abilities. If, however, you don’t seem prepared or ask basic questions, they’ll wonder about your interview skills and whether they really want to work for you.
#5: Failing to set expectations.
Don’t tell a candidate they’ll hear back in a week and then leave them hanging. If there’s a communication black hole, the best candidates will move onto other opportunities. Instead, be clear about what to expect with next steps and follow through by communicating often, even if you have no new information to offer.
#6: Not letting the candidate ask questions.
During the interview, you should give the candidate time to ask their own set of questions. If you don’t, or aren’t forthcoming with details when they do ask, they’ll be left to wonder what the truth is. Remember, this is a life-changing decision for the candidate and they’re depending on you for more information to help them make an informed choice.
Are you looking to hire, but don’t have the time to handle it on your own?
PrideStaff can help. We offer a team of recruitment experts across Tempe who will learn about your hiring needs, and source and screen candidates on your behalf, including through careful interviews. You’ll get the most qualified candidates to choose from, so you can hire quickly and with better results. Contact us today to get started.
