People Management magazine recently reported that a survey of 2,000 people from Hyper Recruitment Solutions had found that 85% of interviewers had asked candidates an “inappropriate” question during an interview. 56% has asked if a candidate had children, while 51% had enquired about their marital status.
So, if most managers are still making fundamental mistakes while interviewing candidates, how can you avoid these?
Stop trusting your gut. We make up our mind about individuals within 10 seconds of meeting them – try and reserve judgement until you’ve assessed how someone really performs, ideally by asking work-related questions that dig deeper than how they present themselves.
Stop being biased. We all carry personal biases which can affect our judgement, but organisations also have biases about what type of individual will “fit” in their culture – this can lead to toxic interview situations where a perspective is forced on the questions that distorts the interview. We needed to be aware of our biases and challenge them, as it’s only by understanding them that we can overcome them. It’s not a comfortable process but try and identify what your personal biases are.
Stop making it all about you.Try and understand what the candidates expects from the role, and where they are coming from, and explaining what you as an employer will expect from the candidate. The current market is candidate-led, and candidates will also be assessing you and your organisation to decide whether this is an organisation and a culture that they want to join.
Don’t rely on standard interview questions. These are no indication of how someone will perform in their role, and how long they will stay. Before the interview, carry out a job analysis and ask questions designed to determine whether the candidate meets the criteria you’re looking for, and tailor your questions accordingly.
If you need help with your recruitment process, then let’s get the conversation started! Contact me here.