The Top 10 Mistakes Interviewers Make

When looking to hire someone new at a company, it’s important to take the best measures to ensure you’re bringing on the best employees to your team. Here are the top 10 hiring mistakes that are being made so you can be prepared to not make them!

10. Not having a job description. You may know what you need your new hire to accomplish, but what will all that they are doing for your company entail? You should make sure that the description outlines all day to day job function requirements as well as the goals for the position and how those contribute to the overarching goals of the company. 9. Asking inappropriate questions. If it doesn’t have anything to do with the job, you shouldn’t be asking it. Make sure you write out your interview question in advance and take the time to review them. If in doubt, run the questions by your HR representative.

8. Relying on first impressions. Obviously, first impressions are important and should be taken into account. However, you should keep an open mind and look at the bigger picture. You can seldom get to know someone well enough in a couple of minutes in order to know if you should hire them or not.

7. Forgetting that the first impression you make counts, too. If offered the position, applicants will be making a hiring decision on their own: to accept or decline the job offer. Make sure they feel like your company would be a place they’d want to work. They have a right to be just as particular as you do.

6. Hiring just based on the interview. There are so many other aspects you should consider including testing, a temporary job assignment and references.

5. Biases. You shouldn’t be hiring someone based off if you like them more than someone else. You should be hiring based off of who is best for the job and the best fit for the culture of the company.

4. Not asking the right questions. Don’t ask the generic, “Tell me about yourself” type of questions. While these are important, they have been asked before and you’re most likely going to get a sugar coated answer. Dig deeper into the prospect’s career history and what they can bring to your business.

3. Talking too much. You’re not going to learn much if you talk about yourself and your company the whole time. Allow the applicant to ask questions, tell you what they know about the position and your company. You’ll learn more that way.

2. Interviewing off of the resume and application. You want to confirm details, but don’t let this be your only source for questions. Consider what you need to know and what isn’t already provided and go from there.

1. Emphasizing experience and education. These are important, but don’t let them solely determine your decision to hire someone. If they’re a good fit for the company, have proven to be a hard worker and want to learn and grow, you have an ideal candidate there. Give them a chance and see what they can do for you and your company.

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