While a job interview represents a process to examine candidates’ proficiency for the respective roles, it also offers the candidates an opportunity. Potential employees gain firsthand knowledge of your company’s culture and what to expect if employed. Hence, the assessment is not completely one-sided and job interview mistakes are not limited to the candidates.

The notion of being in-charge force most interviewers into ignoring the fact that the candidates are also assessing their companies; if it’s a place worth spending 40 hours weekly. And ignoring this fact could also be a sign that an HR manager is doing a terrible job.

Some HR managers give the candidates a wrong impression about their companies by not paying attention to the following:

Unwelcoming greetings

Regardless of how tired you are, giving off a hostile or unwelcoming vibe can be damaging and show that your company cares less about its workers. Candidates are at ease when hiring managers start the job interview by introducing themselves using a casual tone. That friendly atmosphere will encourage them to be more open and also give them an impression that your company is interested to know what they have to offer.

Poor facial expressions and body language

A friendly tone could be achieved in job interviews by simply wearing a smile. Not just a warm greeting. But the smile could be gone at some points, for instance, when you can’t understand what the candidate is saying. Yes, just to help them to interpret your position as they talk. However, it is disrespectful to show excessive facial expressions such as finger tapping, fidgeting or prolonging your frown. Paying attention to these little gestures is a major guide on how to conduct an interview professionally while also avoiding other job interview mistakes.

Lack of preparation

Job candidates are not the only party required to prepare for interviews. Hiring managers are also required to do the same. Interviewers are required to read through the candidates’ resume and other accompanying documents before the interview and record some findings. You should take some time to select the most interesting information about each candidate and possibly identify the interview questions for the candidate with respect to their positions. For instance, the interview questions for IT candidates should be selected based on the types of challenge the candidates are poised to solve. Questions could be regarding the candidate’s experience or certain skills. You could also leverage the candidate’s background to establish some scenarios that would help you to ascertain their job-specific abilities and problem-solving skills.

Poor response to candidates’ questions

Candidates learn about their potential role; what the job is all about and other values at the company during interviews, that’s why they need to ask questions. Giving them generic answers or digressing from the topic to avoid answering them could be damaging. On a note that the information is too sensitive to share with the potential employee, being truthful and professional will be more rewarding.

Conclusion

As you work hard to hire the right candidates, the choice is also open for the candidates to choose the best employers. HR managers must consider the above-mentioned areas as they keep studying how to conduct an interview. They must recognize that job interview mistakes are not limited to the candidates. Job applicants are also looking out for interview red flags, just like the employers.

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