The interviewing process used by most organizations is not a process at all but rather a “beauty contest” approach to hiring. Many managers use what I loosely call “techniques” such as likability, gut-feel, and chemistry in selecting the person to hire.
Here are the mistakes the typical interviewer makes as well as my recommendations for resolving the issues.
1. If the interviewer’s first impression is positive in an unstructured interview process, the interviewer usually asks fewer questions of the candidate and quickly switches into a “selling mode” in which the interviewer now tries to “sell” the applicant on the organization.
Your Reply: Use a structure interview format, which creates a more legally defensible interviewing process because it asks all the candidates the same questions.
2. If the interviewer’s first impression is positive and the interviewer uses an unstructured interview process, the interviewer usually begins asking “softball” questions for the candidate to hit a “homerun.”
Your Reply: Use a structured interview process that levels the playing field for all candidates and reserve initial judgments for at least 30 minutes.
3. Many interviewers have a few favorite questions and unofficial tests that they believe are keys to vetting a candidate. Unfortunately, “clever” questions and tests are not supported by statistical evidence that proves the conclusions that the manager believes they prove.
Your Reply: Use a structured interview process that utilizes work-related interview questions, rather than a free-form and unstructured process. Also, forget any personally concocted questions (trick or clever questions), tests, or systems for making “go” or “no go” decisions.
4. Most interviewers make a like or dislike decision about a candidate within the first 5 to 15 minutes of an interview and spend the balance of the time confirming their first impressions – positive or negative impression. This first impression will often taint the interviewer’s perception of the answers received.
Your Reply: Interviewers should make a conscious effort to reserve any judgment for at least 30 minutes to allow any nervousness on the part of the candidate to dissipate.
5. Most interviewers don’t have the skills to “coach” candidates to give complete answers to interview questions. As such, less articulate candidates may be overlooked if the face-to-face interview is the only tool utilized.
Your Reply: Use a variety of forms and techniques in order to get complete details about a candidate and his/her accomplishments.
6. Many interviewers assume that the top performers in an interview will also be the best employees.
Your Reply: Utilize an interview process that is less influenced by the personality and performance of the candidate and more heavily weighted to the quality of the answers and the actual or comparable experiences of the candidates that match the position.
