Mistake #1: Go with the flow

Inexperienced interviewers sometimes fall into the trap of letting the interview become “freeform”, spending different amounts of time on different questions, basing follow-up questions on the candidates’ answers. This can result in a candidate taking control of the interview and taking him or her where he or she wants to go, rather than where he or she can get the information he or she needs.

Solution: Ask everyone the same questions. Prepare a list in advance, based on the information you need, and use it as a guide throughout the interview. Place each question on a separate piece of paper and prepare a set for each candidate. As you go through the questions, use the appropriate sheets to record the responses and your own observations and impressions. You can vary the follow-up questions as needed, but keep your notes on the main question page. When you have followed this structure with all the candidates, you can compare them on an “apples to apples” basis.

Mistake #2: Asking questions that are predictable

Job seekers have many sources for interview help, and it’s easy to learn acceptable answers to standard questions. That means even the wrong candidate for her position could answer the questions in a way that fools you into thinking he or she is a good fit.

Solution: Ask candidates questions that force them to expand their answers, illustrating their thinking skills as well as their attitudes and job competencies. Such questions may include:

• If you could design your own work, what would it be like?
• What is your favorite part of the job you do now? Because you like that?

Ask questions like these, and instead of practiced answers that tell you next to nothing, you’ll gain insight into who these people really are.

Mistake #3: Laundering the work

If you have a candidate in front of you who seems like a great choice, you obviously want that person to accept your job offer. Sometimes, though, you know the job has inherent challenges or drawbacks, and you may fear losing a good employee if you talk about these things. The problem is if you hire them and they find out the negatives themselves, you may lose them in the first week!

Solution: Be honest about challenges at work or within the company. Be on the lookout for candidates who accept and enjoy challenges, and who can see past the negatives. These can become your most valuable employees.

Mistake #4: Ignoring the “fit” issue

Every organization has a culture. It comes from a combination of the industry you’re in, the ages of those who work there, the size of the company, the number of people, geographic location, and many other factors. But that culture creates its own work environment, and if employees aren’t comfortable with that environment or don’t work well in it, they don’t “fit in.” This person will never be an asset to your company and, in fact, can leave very quickly.

Solution: Ask questions whose answers demonstrate the personality and character of the candidate, his attitudes towards the workplace. An example of that type of question could be: Do you prefer a structured environment or one that is more relaxed and calm? Because?

Mistake #5: Letting a candidate’s main positive blind you to the negatives

Sometimes a person can have an outstanding positive: they worked for their main competitor, attended a university with a track record of successful graduates, or just came from their hometown. If you also instinctively like the individual, it’s tempting to be overly swayed by this fact and not pay enough attention to others who aren’t as attractive.

Solution: When recording your notes on each candidate (see solution to error #1), be sure to record both the negative and positive aspects on the appropriate pages. When you review your notes after the interview is over, you’ll be better able to balance the pros and cons fairly.

Candidates are usually sophisticated job seekers, who are well prepared for the interview. To avoid costly hiring mistakes, hiring interviewers must be similarly prepared for the process.