The interview is a very important part of the interaction between the employer and the future employee. It is during this session that each gets to know the other well. While acknowledging its importance, it is important not to make a few common mistakes at this interaction. Let us examine a few of them.
Not communicating to the candidate properly: This should be the most important part of the selection process, but most employers flounder at this step. They don’t communicate about the job to the employee. When this happens, a good deal of time is wasted at the time of the interview in explaining the job. Talking to the candidate for a while before she comes for the interview is the ways to solve this problem. If the candidate has fully understood the role and the job description and still comes for the interview, half the job is done. It becomes easier to assess that candidate, saving time and resources.
Lack of coordination among interviewers: When interviews commence, it is common to see two or more people firing questions at the candidate without coordination. Each keeps throwing questions that confuse or intimidate the candidate, without in any way helping to get to know his suitability for the job. The organization has to first decide who has to ask which questions. This synchronization not only saves time and effort; it also shows the company in good light to the candidate.
Deciding everything at the interview:Another mistake most organizations make is in thinking that the interview is the only means of judging the candidate. This is not to dilute the importance of the interview, but there are other ways of knowing about the candidate. Just like how an exam is not the only indicator of a student’s abilities; the same goes for candidates. It is true that many candidates are very good, but somehow; don’t give a good account of themselves at interviews.
Judging by looks or personality: Often, many highly talented candidates flunk at the interview. Technically or creatively strong people are not necessarily well-groomed in terms of appearance or sartorial preferences. Giving too much importance to the way they conduct themselves at the interview can mask their real abilities. It is important for organizations to approach and assess a candidate with an open minded outlook, rather than pre-judge and treat as right only those answers that they expect.
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