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Common mistakes employers make at interviews

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					Common mistakes employers make at interviews

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.

Reference:

http://humanresources.about.com/cs/selectionstaffing/a/hiring_mistakes.htm