5 Interviewing Mistakes That Can Lead To Hiring The Wrong Person

Mistake #1: Going with the flow

Inexperienced interviewers sometimes fall into the trap of letting the interview become "free form", spending different amounts of time on different questions, basing follow-up questions on on how the candidates answer. This can result in a candidate taking control of the interview and leading you where he or she wants to go, rather than where you can get the information you need.

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. Put each question on a separate sheet of paper and prepare one set for each candidate. As you move through the questions, use the appropriate sheets to make notes of the answers and your own observations and impressions. You can vary the follow up questions as necessary, but keep your notes on the main question page. When you have followed this structure with all the candidates, you'll be able to compare them on an "apples to apples" basis.

Mistake #2: Asking predictable questions

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

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

• If you could design your own job, what would it look like?

• What's your favourite part of the work you do now? Why do you like that?

Ask questions like these and, instead of practised responses that tell you virtually nothing, you'll get insights into who these people really are.

Mistake #3: Whitewashing the job

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 downsides, and you may be afraid if you talk about these thing you will lose a good employee. The trouble is, if you hire them and they discover the negatives themselves, you may well lose them in the first week!

Solution: Be candid about challenges in the job or within the company. Watch for candidates who embrace and relish the challenges, and who can see beyond the negatives. These can become your most valued employees.

Mistake #4: Ignoring the question of "fit"

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

Solution: Ask questions whose answers will demonstrate the candidate's personality and character, their attitudes towards the workplace. An example of that type of question might be: Do you prefer a structured environment or a more loose, easy-going one? Why?

Mistake #5: Letting a candidate's one major positive blind you to the negatives

Sometimes a person might have one outstanding positive: worked for your major competitor, attended a university with a track record of successful graduates, or even just comes from your home town. If you also instinctively like the individual, it is tempting to be overly influenced by this fact, and not pay enough attention to others that are not so attractive.

Solution: When recording your notes on each candidate (see solution to Mistake #1), be sure to record negatives as well as positives on the appropriate pages. When you review your notes after the interview is over, you will be better able to balance the pros and cons impartially.

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

About The Author

Helen Wilkie helps people use practical communication skills for success. For more on how to "Ace the interview, hire the best", go to http://www.mhwcom.com/pages/acetheinterviewhirethebest.html.

While you are at her site, sign up for Helen's free monthly e-zine, "Communi-keys", at http://www.mhwcom.com/index.html

hwilkie@mhwcom.com

---

Plans & Goal Setting - Kicking winning Goals

Kicking Winning Business Goals The competition for business... Read More

Attract and Retain Positively Great Employees - An Action Plan for Employee Training

Everyday a business owner, CEO, or manager somewhere is complaining... Read More

Auditing Improves Effective Planning

Speak of operations assessment, and we'll hear its significant value.... Read More

The 6 Steps to Six Sigma

Step 1Get the proper level of Six Sigma expertise at... Read More

Delegate Tasks to the Right Person

SELECTING THE RIGHT PERSON: To whom should tasks be delegated?... Read More

Another Use for Meetings

Every meeting is a laboratory where you can observe and... Read More

Is this A Good Time To Sell Your Body Shop Business?

Have you ever asked yourself the question? "Is this a... Read More

You Cant Afford the Luxury of Disengaged Employees

In today's business environment with increases in staff reductions and... Read More

ISO 9001 Registration ? 8 Steps for Success

You've made the plans, built the quality system and conducted... Read More

Diversity Training: The Worst Possible Reasons to Request Executive Funding

You're on your organization's diversity committee. You have the best... Read More

What is Six Sigma?

Six Sigma is a highly disciplined process focused on satisfying... Read More

Five Ways to Turn Resistance into Opportunity

Resistance. It isn't something people cherish or enjoy encountering. We... Read More

What Your Employees Want You to Know (But You Might Be Afraid to Ask)

This is a challenge for every company owner and manager.... Read More

The Seven Cs: Partnership Danger Signs - Communication Breakdown

An ongoing series of articles exploring the seven critical areas... Read More

Why Half of All Mergers Fail After the Honeymoon Ends

Marriages and corporate mergers in America have at least one... Read More

Tales from the Corporate Frontlines: The Best Incentives are Free

This article relates to the Recognition competency, commonly evaluated in... Read More

Managing Motivation

"Without the chance to meaningfully participate in steering one's own... Read More

Avoid These Seven Deadly Dangers Of Outsourcing

Here are seven dangers of outsourcing your software development. They... Read More

Employee Retention: Keeping the People Who Keep You in Business

The retention of highly skilled knowledge workers is one of... Read More

Having Your Phil

February 2nd, at approximately 7:30 a.m. local time on Gobbler's... Read More

Mantra for Managers

What do organizations look for in a prospective employee with... Read More

Dividing The Loot

It is when the going gets better, that the going... Read More

Don?t Forget Where You Came from - Why the Past is Important in Implementing Business Change

Much of the literature and advice on implementing business change... Read More

Ten Steps to Take the Work out of Work ? Replicate Yourself!

They say that management can be a lonely place. A... Read More

Leadership Skills Means Turnover is Not a Problem

"Ha!" you say. "For someone to make a statement like... Read More

Lets Flourish and Prosper!

Some say that in business as in sex: if it... Read More

When Change Is In the Wind...Heads Up!

In these days of takeovers and mergers, of downsizings and... Read More

The Comfort Zone

The Comfort Zone I... Read More

Important Communication Tips For Managers

The following tips will help you communicate more effectively with... Read More

Hire People For What They Do Best

I recently flew from Seattle to Atlanta, I realized, just... Read More

Executives and Emotional Self Awareness

A major problem impairing an executive's performance is his Emotional... Read More

Paretos Law- Your Formula For Success

A 'dirt-world' retail business I used to manage had a... Read More

Project Heroes

Project heroes. We've all heard of them. Some of us... Read More