5 Frequent Interview Missteps Backed by Research – and How to Fix Them
As we all know, interviews play a pivotal role in the hiring process. Interviews offer hiring managers a sneak peek into a candidate's potential as an employee and their compatibility with the company's culture. Astonishingly, it takes most recruiters just under 15 minutes to discern whether a candidate aligns with the job during an interview.
Yet, interviews are a two-way street; candidates, much like interviewers, are on the lookout for red flags. An interview stands as a mutual evaluation, where both parties weigh the suitability of the role. Yet, even experienced interviewers can slip up and make mistakes that directly influence whether a candidate decides to take the job.
In this context, a compelling statistic emerges: new research from SHL reveals that 42% of candidates reject job offers due to negative interview experiences. This shows just how bad interviews can be, and the big impact they can have on potential hires.
The Anatomy of Interview Blunders
Interviews have been going through some changes, thanks to the whole pandemic situation. SHL's research shows that bad interview experiences have become twice as common, and turning down job offers after a bad interview has tripled since 2020.
But, it's not all on the interviewers. Sure, 45% blame the interviewer for a bad vibe, but 52% say the whole interview process is to blame, and 23% point fingers at the recruiter.
The 5 most common interview mistakes identified in SHL's research are illuminating:
Unprofessional Conduct Displaying rudeness during interviews, including behaviors like being dismissive, condescending, or hostile, is a prevalent misstep. A lack of professionalism from the interviewer casts an unfavorable light on the company's organizational culture.
Not Respecting Their Time Canceling or rescheduling an interview abruptly, without a clear explanation, or joining the interview late reveals a lack of consideration for the candidate's time, creating a negative impression and eroding the candidate's enthusiasm.
Preparation Shortcomings Unpreparedness is a recurrent blunder. Interviewers who lack a comprehensive understanding of role requirements raise concerns. Candidates may perceive this as a sign that the company isn't genuinely invested in finding the right match.
Distracted Interviews An inattentive interviewer conveys disinterest, leaving candidates feeling undervalued. An interviewer's lack of preparation can also leave candidates - who may have dedicated considerable time to interview preparation - feeling as though their efforts were for nothing.
Camera Shy Interviewers Here's an interesting tidbit from SHL's data: not using cameras during remote interviews is a big deal. In fact, it's linked to a twofold increase in the likelihood of a negative experience. Without that visual connection, communication takes a hit and the interview loses some of its liveliness. It's something to keep in mind for smoother and more engaging remote interviews.
Guiding Hiring Professionals Toward Excellence
Elevating the candidate experience isn't just a no-brainer; it's a strategic imperative. Cultivating a positive experience enhances the likelihood of offer acceptance, initiates candidates on the right footing, and minimizes turnover.
The question remains: how can HR professionals empower their colleagues in hiring to sidestep interview errors and enhance the process?
According to Sara Gutierrez, Chief Science Officer at SHL, "Established research points to structured interview formats as the most effective means of refining interview practices." Structured interviews adopt a standardized approach, employing pre-set questions in a uniform order for all candidates. This approach eradicates bias and ensures equal assessment based on consistent criteria.
In addition to structured interviews, SHL's research highlights strategies that cultivate positive interview experiences, underscoring HR's pivotal role in averting common pitfalls:
Targeted Questions When interview questions sync up with the role's requirements, candidates can truly shine. HR can step in by offering a set of pre-established questions that directly relate to job responsibilities. This approach ensures that interviews stay on point and candidates are well-prepared.
Cultural Insights Sharing valuable insights into the company's culture, values, and work atmosphere can make interviews more engaging. HR's role comes into play here by providing interviewers with essential messaging and encouraging dedicated time for these discussions.
Punctuality Matters Ensuring interviews stay within the expected timeframe is crucial. Punctuality reflects professionalism and a genuine respect for the candidate's time. HR can assist by streamlining processes and providing tools that empower interviewers to seamlessly manage interview scheduling.
The journey toward optimal hiring outcomes is paved with positive interview experiences. SHL's research underscores the pivotal role of HR professionals in guiding their peers, steering them clear of common interview blunders, and championing practices that enrich the candidate journey. By embracing these strategies, organizations can usher in a new era of successful hires and enduring success.