7 Mistakes Interviewers Make

The first impression an employer makes is just as important (if not more important) as a candidate's first impression. Applicants can usually tell from the first interview whether they would be a good fit for the company. For this reason, HR must develop optimal interview tactics to ensure that applicants have a good understanding of the company. This means staying away from problematic practices that can deter applicants.

Below are seven red flags that hiring managers and hiring managers should avoid when conducting interviews to ensure they are attracting and not turning away top talent.
7 mistakes interviewers make that scare candidates away

1. Interviewer slip-up

Underprepared interviewers can make mistakes and share information that can deter qualified candidates. For example, an interviewer may speak poorly of a former employee, revealing information that the applicant does not want to hear. An even more extreme example is when an interviewer tells a candidate that the last five employees hired for the position resigned without notice within a few months of their start date. Giving out this information in the first interview leaves a negative first impression on the applicant and sets off alarm bells. No one wants to work for a company that has employee retention issues. Naturally, applicants are concerned that the company they are applying to is not a stable or desirable place to work.

2. Lack of professionalism

When companies neglect professionalism, it can reflect poorly on the company culture and work environment. If an employer behaves unprofessionally during the hiring process, it may indicate that they tolerate similar behavior from employees or that professionalism and respect are not a priority for the company.

One way employers demonstrate a lack of professionalism during an interview is by using a cell phone during the conversation or especially while the employee is answering a question. This gives the impression that the interviewer doesn't respect the candidate's time or interest in the job and ultimately drives away the best talent. HR managers are busy and constantly needed. If you need to take an urgent call or respond to a text message during the interview, politely excuse yourself and ask the candidate if they could excuse you for a moment.

Another way to demonstrate a lack of professionalism is to show up late to the interview. Talented job seekers want to work for companies that value punctuality. If the employer is late for interviews, doesn't report on time, or keeps applicants waiting for a long time, this can be a sign of a lack of respect for the applicant's time and indicate a general time management problem in the company.

3. Personal questions

Asking personal questions can also be a sign of a lack of professionalism. Not only is it inconvenient for the applicant, but it can also be illegal.

Any question that could lead to bias in the hiring process may be considered discriminatory by the Equal Employment Opportunity Commission (EEOC). It is best to ask only factual questions that will help you determine the applicant's ability to perform the essential functions of the job.

4. Surprises in the job description

Job seekers typically go into an interview expecting to learn more details about the duties of the position for which they have applied. After all, the job description cannot possibly answer all of the applicants' questions. However, if the interviewer comes up with a surprise during the interview, the applicant may feel deceived. Here some examples:

A job seeker interested in marketing and graphic design may apply for a position only to learn during the interview that the position is more focused on sales.
A nurse who has applied for a position as a travel nurse learns during the interview that the position requires travel for only one month of the year.
A human resources manager applies for a position as a compensation strategist, but learns during the interview that the human resources manager needs someone to take care of recruiting and hiring new employees.
In the final example, the hiring manager is actually looking for a recruiter and not a compensation strategist, even if the job involves some compensation strategy. These examples are called “decoy” surprises. Once the interviewer has piqued the applicant's interest, he or she changes the job requirements. Most applicants then feel deceived and therefore tend not to accept the job offer.

For more information, check out our blog on writing job descriptions that attract top talent.

5. Inflexibility

During the interview, applicants may evaluate the employer's level of flexibility to determine whether the company culture aligns with their values and career goals.

A lack of flexibility can be a sign of an unwillingness to adapt to changing circumstances, leading to a stagnant work environment. This can be particularly concerning in rapidly evolving industries where companies need to be agile and adaptable to remain competitive. Applicants looking for growth opportunities and a dynamic work environment may view inflexibility as a red flag and be less likely to accept a job offer from such an employer.

It's important to note that while this is a deterrent for many applicants, some positions and roles do not offer the same flexibility as others. You should definitely take this into account when filling your vacancies.

6. Unrealistic expectations and excessive work demands

Excessive work demands and unrealistic expectations from employers during an interview can be a red flag for applicants. According to a Gitnux study, 72% of employees believe that work-life balance is a crucial factor when looking for a new job. Job seekers want to work for companies that value work-life balance and prioritize the well-being of their employees. If the employer expresses unrealistic expectations or demands an excessive workload during the interview, this may be an indication that these values are not valued highly in the company culture.

Excessive work demands can also contribute to burnout. When employees are expected to work long hours or on weekends, this can lead to exhaustion. This can lead to employees feeling unfulfilled in their role and increase turnover rates.

7. Not using a powerful applicant tracking system

I once attended an interview where I was accidentally added to the hiring team's email chain. I later discovered that they were exchanging notes, opinions and preferences about the applicants via email and had no idea that it was all being sent to me!

This is just a small example of what can happen when a company doesn't have a powerful applicant tracking system in place. The hiring process quickly becomes disorganized and can alienate talent.

A disorganized application process leaves the impression that the company's processes as a whole are disorganized. Candidates may also begin to question how the company's current employees are treated. With an applicant tracking system, you can create job postings, post open positions, and review applicants with your hiring team. You no longer need confusing email chains.