Managers - Do You Make These Mistakes When Conducting Job Interviews?

When it comes time to increase the work force within your company, or to replace an departing staff member, it can be somewhat over-whelming to interview many candidates and select only one for the job. It is human nature to fall into the trap of making one (or more) of these interviewing mistakes and by simply being aware of them you can make a more accurate assessment and qualified selection for the job position.

First off, try to not let a potential employees credentials outshine his/her performance history. Yes, they may have a most impressive background and education, but how has the candidate performed at past jobs using these credentials? It is very common for a highly qualified individual to not be the team-player you are looking for. Simply asking the right questions will help you to get past the credentials and delve into their experience. A candidates potential does not make the employee the right choice for the job. Yes, perhaps they could be a great employee, but have they been a great employee before?

It's been said that first-impressions are everything, but that is not all a decision for a new employee should be based on. Try to not sub-consciously complete your interview after the first few minutes when faced with a strong first impression. Many interviewers will carry that good feeling through an entire interview and never really hear everything they truly need to know.

Many managers have a difficult time interviewing potential employees after they feel they've already found "the one". It seems each potential candidate is compared to "the one", and the subsequent candidates are not weighted fairly on their own merits. Instead their experience and credentials are weighed against "the one". Try to be fair when interviewing and base each candidate on his/her own individual merits.

Another common pit-fall is interviewing a candidate a focusing on one strength. That one strength seems to overcome any weaknesses the potential employee may have and creates somewhat of a "blind-spot" for the interviewer. On the opposite side of that spectrum is the interviewer who focuses on one weakenss a candidate may have and allows that weakness to outweigh any strengths. Yet again, creating another "blind-spot" for the interviewer.

Most potential employees are coached to avoid talking about any drama in their work history, but still it comes up. When interviewing, and a recount of drama comes into the discussion, try to not let that one moment over-ride the true potential of the candidate. If you asked a question, and their drama-recount is spefic to answer your question, listen intently and then move on tot he next question. It is quite possible the candidates honest explanation embarrassed them greatly and they would like to have their credentials weighted in spite of that past experience.

When interviewing potential employees, it is very important to not fall into the trap of these interviewing "blind-spots". With some awareness of these natural human reactions, you can interview your canidates more fairly and base their potential on their credentials and ability.