Hiring managers often make the mistake that taking a job interview is very simple as it looks. Many of the hiring managers take the hiring step for granted and they don’t invest much time and concentration which is required for effective and quality hiring. Yes, we all are very busy with our work, and we may not find enough time to pay any special attention to prepare to conduct a job interview. But if you devote a little bit of time with a bit of concentration, you can add a lot more value to your hiring process, and most importantly you can make wise decisions that will be beneficial for choosing the right candidate.
Here are 3 of the most common hiring mistakes that hiring managers make which you should try to avoid –
We all want good employees to join our company as soon as possible. Don’t miss the chance of hiring great candidates due to the long and slow hiring process. Try to figure out the average time taken from the application to the job process. If it’s indulging longer time than usual, find out what is the cause of the delay. it may happen that the good candidates are applying but they are moving out due to the lengthy, time-consuming hiring process without proper feedback. Try to implement ways that can avoid delays and can speed up the decision-making. Most importantly communication is very essential, provide the candidates with necessary updates and feedback to maintain their interest and reducing the chance of missing out a good candidate.
An unstructured interview is just a waste of time for both the candidates and the hiring managers. You need to structure up the interview process so that you don’t end up talking and asking too many questions and fail to learn the candidate. In this scenario, the interviews will be unnecessarily long and the hiring might missout on the quality candidates. A structured interview must have drafted questions that will give you the relevant information about the job requirements, note the must-have skills which will add more weight to the job requirements, go through the candidate’s resume and make note of specific questions that need to be asked to justify the skills and experience. You must give enough time to the candidate to speak and must have the patience to listen to him/her carefully. Finally, always make a note of the points or discussion so that you don’t miss out on any vital points.
Before the primary interview takes place, create an interview scorecard that lists the key accomplishments and skills you would like within the person you hire. You might have 7 criteria (sales skills, organizational skills, leadership abilities, etc.) that each interviewer scores the candidate from 1-5. This helps you to grade every candidate objectively against criteria that are important for the work.
Additionally, encourage every interviewer to write down what candidates actually say during the interview, instead of what they thought was said. When interviewers review these verbatim notes it’ll jog their memories and recall the candidates’ actual responses. In turn, this may enable everyone to more accurately discuss the candidate’s strengths and weaknesses and choose who makes a subsequent round of interviews.
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