Our Blog

A wrong interview process can lead to the hiring of a wrong candidate for a job or rejecting the right candidate for the same job. While rejecting the right guy is certainly a leakage in the whole recruitment process, hiring a wrong candidate for a job not only impacts the productivity of the company, but also wastes a lot of time and money that was invested in the whole recruitment process. It is thus important that interviewers do their job effectively and ensure that do not commit any mistake in selecting the right candidate for the job.

Unfortunately, many interviewers tend to make some common mistakes, which leads to the wrong candidate getting selected for a job, which later on proves to be a wrong thing both for the candidate and the organization. Here is a list of some common mistakes that is committed by recruiters during the interviewing process.

Job description does not get discussed

During the process of the interview, interviewers fail to describe the job properly to the candidate. All they focus on is listing out the responsibilities and deliverables that are expected from the candidate, and in the process they fail to discuss about the job descriptions. This leads to the wrong candidate get selected for the wrong job.

Impressions and biases

Most recruiters depend on the first impression that they develop about the candidate while they make a choice between selecting and rejecting the candidate. As per studies, 90% of decisions are taken within the first 14 seconds of an interview. This is a gross mistake that most interviewers commit.

Also, many interviewers tend to get biased towards a candidate if they find something similar to them. If the candidate comes from the same city or went to the same college as the interviewer did, chances of him getting selected are much higher; no matter how good or bad he performs during the interview.

Asking common questions

95% of job interviews start with the “Tell me something about yourself” and gets followed by a number of stereotype questions, answers to which has been mugged up by the candidate over the years. By asking these common questions, the interviewer loses his chance of evaluating the true merit of the candidate and thus falls prey to a wrong decision wherein he hires a candidate who may not be worthy enough to get the job otherwise.

Most interviewers commit the same mistake of judging the experience and skill set of the candidate for the job. Hardly questions are being asked by interviewers that would test the attitude of the candidate towards the job, which leads to a wrong decision about the candidate.