In yesterday’s Advisor, we noted that the interview process is not without its problems. We started to outline some of the many potential pitfalls of the average interview, combined with some tips to minimize the problem at hand.
Let’s continue that list now:
- Interviews may not showcase an applicant’s true capabilities. Given that interviews can make people nervous, they may not be able to present themselves accurately due to the stress of the situation. Simple missteps from stress can make the interviewer discount an otherwise well-qualified candidate.
- Tip: Try to maintain a professional yet comfortable tone for the interview to allow the candidates to relax and present themselves as best they can. An interviewer who is overly combative during the process may make an otherwise great candidate lose interest, or it could mean the employer misses out on someone who would have been a good fit.
- Interviewees may not always tell the whole truth. That doesn’t necessarily mean they’re lying on purpose, it just means that, given the pressure of an interview, they may be so well prepared that they give canned answers instead of authentic responses.
- Tip: Remember that the interviewee may be only giving the answers he or she thinks are best—even if those responses do not represent what the person would actually do or think about a situation. Try to ensure that the interview is not the only means to assess potential new hires to get a fuller view of their real capabilities.
- Interviews often do not include enough questions to assess how well the individual will work in the organizational culture. Interviews frequently focus on work experience and ask questions that allow the candidate to demonstrate how they handle work situations—but that may leave out how the individual will interact with others and what type of working environment they will be most comfortable and effective working in. This could lead to hiring a candidate who looks like they could do the job, but who is ultimately unhappy because the working environment and/or culture are not a good fit.
- Tip: Include interview questions that allow you to see the type of atmosphere the person will excel in, and try to assess how that individual’s needs will fit with the organizational norms.
This list shows some of the many interviewing pitfalls. Have you tried to combat any of these? How have you changed your interview process to avoid some of these problems? What advice would you add to this list?