6 Most Common Interviewing Mistakes made by Interviewer

Human Resorces

Here are the most six common interviewing mistakes done by the interviewer.

1. Relying on First Impressions: Interviewers tend to make rapid decisions about the qualifications of a candidate within the first few minutes of the interview based on minimal information. Interviewers should reserve their judgment until sufficient information on the candidate has been gathered.


2. Negative Emphasis: Unfavorable information tends to be more influential and memorable than favorable information. Interviewers should avoid focusing on negative information to the exclusion of positive information.


3. Not Knowing the Job: Interviewers who do not have a comprehensive understanding of the skills needed for the job often form their own opinion about what constitutes the best candidate. They use this personal impression to evaluate candidates. Therefore, it is important to make sure interviewers fully understand the requirements of the job.


4. Pressure to Hire: When interviewers believe they need to make a decision quickly, they tend to make decisions based on a limited sample of information, or on a small number of candidate interviews. Interviewers should adhere to the established interview procedure and timeline with each candidate to avoid making erroneous decisions.


5. Contrast Effects: The order in which the candidates are interviewed can affect the ratings given to candidates. While making ratings, interviewers should refrain from comparing and contrasting candidates to those who have been previously interviewed.


6. Nonverbal Behavior: Interviewers should base their evaluation of the candidate on the candidate’s past performance and current behavior as it relates to the competency being evaluated and not just on how the candidate acts during the interview. Questions and probes relating to the competencies of interest will usually direct the interviewer to the important information.

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