Not all interviews are created equal. If you talk to job seekers, you’ll hear dozens of interview horror stories. What’s worse is when you find out that your interview experience is at the top of their “worst” lists. Are your interviews repelling candidates and making them disinterested in accepting your job? What can you do to improve the situation and make a good employer impression on candidates? Here are some things that can scare off candidates that you should avoid.
Don’t Make Them Wait
If you wouldn’t hire a candidate who arrives late for an interview, why would a candidate want to work for a company that can’t start an interview on time? You mustn’t make candidates wait. Their time is as valuable as yours. Just like you get frustrated, they will have a similarly bad impression of you as an employer.
Don’t Over-Sell the Job
If you spend too much time selling the job to the candidate, it may start to raise red flags. That doesn’t mean you shouldn’t talk about your great environment or what you like most about your company, but overselling takes that to the next level. Keep the interview conversational and don’t make it sound like you’re trying to convince them to buy a timeshare.
Don’t Be Unprepared
You also expect candidates to come to the table prepared. It’s a warning sign for you when they ask questions like, “what does your company do?” It means they didn’t even take a few minutes to Google ahead of time to learn just a little about the company. You need to do that too. At the very least, read over their resume once more before the interview begins, so you’re not making it up as you go along.
Don’t Forget to Set Expectations
Throughout the process, be sure to communicate clearly about the job and your expectations. Miscommunication is often the biggest problem when onboarding an employee, so be sure to start early. Begin by letting them know the hiring process, such as when you expect to get back to them. Also, talk to them about the potential growth expectations for the job, so they know the projected path.
Don’t Interrupt the Candidate or Talk Over Them
Finally, in the interview, be sure to let the candidate talk. When you ask a question, don’t jump in as soon as you think of something to say. Interrupting them will give the distinct impression that you don’t care about their answer. And talking over them shows that you want to be in power and control over the discussion, which can have long term implications once they’re on the job. Be conversational, but don’t be overbearing.