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6 Common Interview Blunders Hiring Managers Make: Part II

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Continuing from last week’s post, today we discuss three more interviewer blunders that can have a negative effect on your employment campaign.

4. Testing or Stressing Out Your Candidate

Some hiring managers make the mistake of attempting to simulate stressful on-the-job situations during the interview. While a few candidates might rise to the challenge, there is no real evidence that the way a person handles stress during an interview will accurately predict how they’ll react at work. You might end up sending them running for the hills (or their moms) quicker than you can learn something about their performance.

Blunder Prevention:

Instigating an adrenaline-based performance during an interview is difficult and probably better implemented by the military or a professional sports team. Besides, the best way to predict future performance is to analyze their past behavior. Ask them about stressful situations they’ve handled and follow up to pinpoint the specific ways they reacted. In general, you should always opt to make your guest feel comfortable, not stressed. Build rapport throughout the interview by finding common interests and showing interest in their answers. The more comfortable they feel in your office the more likely you are to get an honest answer and a clear judgment of their working style.

5. Asking the Wrong Questions

Isn’t every question a good question? Maybe in school but for interviews, no. To start with, certain information is protected by equal opportunity laws and you will want to make sure you aren’t asking anything that could have legal implications. Use this guide to make sure your inquiries are lawful and to avoid a problem. Secondly, close-ended or leading questions won’t grant you genuine answers. Never allow a “yes” or “no” answer to suffice. Thirdly, while the 10 most common interview questions will give you a solid foundation, you should always strive to come up with questions of your own. Catering your questions to the job skills you’re looking for will garner responses that are more helpful for your decision.

Blunder Prevention:

Ask open-ended questions that prompt them to explain experiences, skills, and knowledge they’ve gained at work. Don’t lead them to recite the answer you’re looking for by hinting at it in the question. This means instead of asking, “You know how to use Outlook, right?” ask them what computer skills they have or what software they’ve used at work. Use common questions as a guide or as ice-breakers but don’t be afraid to go off script. A good candidate will prepare for common questions and knock them out of the park. A great candidate will also answer the unique questions you come up with in ways that satisfy the job requirements. Also, avoid the hypothetical situations and ask follow-up questions about past experiences. The way someone tells a story can speak volumes more than a pre-rehearsed answer.

6. Not Being Clear and Honest

A lot of hiring managers will try to sell less-than-desirable positions or certain unsavory aspects of the job in order to secure an employee quickly. This could mean that you play up the perks of working at your company, downplay the long hours or tedious work, or gush about future ventures. While you could succeed in signing an above-average employee, their interest will fade once they find out the truth, and employing someone under false pretenses is never good for business.

Blunder Prevention:

Be honest about the position and transparent during the interview process. If you clearly convey what the expectations are, glamorous or not, you’ll be less likely to have misunderstandings down the road. This also applies to company culture. Don’t sell the office like Google’s headquarters if it’s really more akin to a corporate call center. On the other hand, if you truly are excited about your company, be careful not to delve too deeply into future endeavours. Mentioning the “chance” that something will happen often translates as a definite possibility during the interview and can set up false expectations. If your proposed business venture doesn’t come through, you might end up with a disillusioned and unmotivated employee.

Have you had a bad experience with a clueless hiring manager? Let us know if we missed any big blunders and share your experiences in the comments section below!

 

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