But the conversation takes a turn for the worse when you ask these hiring professionals about the mistakes or inappropriate behavior they see or sometimes experience themselves in the process.
Recruiting is no laughing matter
What is the difference here? There are some principles here. If a job candidate does not perform well in an interview, he may pass up this opportunity and learn from it to be better next time. There is nothing dangerous, nor is there anything to be ashamed of. But interviewers don't have this "privilege," because a bad interview can lead to job losses, or worse, legal risks.
Author Sharon Armstrong points out in her book "As The Essential HR Handbook" that inexperienced or unprofessional recruiters often make many of the same mistakes as job applicants, including answering the phone, check email, or type during the interview. Another big concern, however, is that hiring professionals often ask irrelevant interview questions.
Knowing to hire smart is a must for any employer in order to avoid the legal liability involved, to have an effective recruitment process.
These notes are not only reserved for serious face-to-face interviews, but according to HR experts, they also respect it in relaxed talk interviews.
The bottom line is, no matter who is coordinating the interview, a human resources officer, a manager or even a business owner needs training on what questions to ask or not during the interview process question.
The “nos” to avoid in recruitment
Here are some suggestions for common mistakes when conducting an interview
- Do not read candidate CV
Read your CV first to help you get to know the candidate, identify potential candidates, who you want to learn more about during the interview, and the specific job skills you want to know more about. An overview of a good CV will help you formulate the right questions to find the right candidate.
– Do not prepare questions in advance
Trying to conduct an out-of-the-ordinary interview is a bad idea. Always prepare a list of questions to help extract and find the information you want from the candidate. That will help you avoid the mistakes that can pop up after the fact that you didn't get what you wanted from the interview.
– Win the speaking part in the recruitment session
An important part of knowing how to interview is asking questions, then sitting and listening. One of the biggest employer interview mistakes is not preparing questions and talking too much during the interview, whether for the job, the company or themselves, and not giving the candidate a chance to speak important information.
- Don't ask deep questions
Even the best candidates are not the best interviewers. Sometimes stress dominates us. It's also important for the hiring professional to ask more in-depth questions of candidates whose answers are too brief or general. Ask for a specific example and additional information.
– Off topic
New or inexperienced recruiters will try to break the tension by asking candidates unrelated questions, like how many kids do you have? Even if those questions are quite unconscious, personal questions can lead to unnecessary risk. The best way to stay on topic for small talk sessions is to ask candidate performance-related questions like “How did you get into this industry?”, “What was it?” make you interested in our company?”
– Do not check the collation information
Always ask candidates for references before they leave the interview. This shows whether the candidate is prepared for these requirements, and how confident they are in their comparisons. Then if the company is interested can check. Some candidates look good, meet the company's requirements but are not. Meanwhile, there are nervous candidates who don't perform very well but are really good candidates. That's why you should double check.
Maybe a bad interview is a joke, but when you're the HR professional hiring the wrong person, it's hardly a joke. A mistake in hiring can cost a company due to poor employee morale, poor customer service, and low loyalty as well as a low profit line. This is also the reason why HR professionals must have thorough preparation and confident interviewing abilities.
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