Hiring managers are typically in the drivers seat when it comes to hiring for a position. Candidates come in (hopefully) prepared and ready to impress. However, we as managers have to keep in mind that an interview is an exchange. You are offering an opportunity for work, they are offering skills and service. While every manager has a certain technique to their hiring process, the goal is to get the absolute best candidates for the job. Here are some bad habits that could potentially turn away quality candidates.

Keeping Them Waiting

If you schedule an interview and something comes up, it is your responsibility to make sure the candidate knows. Keeping them waiting for hours, forgetting about the interview or not being in the office when they arrive shows disrespect for their time. In order to obtain quality candidates for the position, we need to show them the same courtesy as you would expect.

Asking Awkward Questions

While it is important to get to know the candidate, there are some questions that do not need to be asked. Try to refrain from any questions that may be pandering or uncomfortable. Asking questions like “What type of bird would you be and why?” can throw your candidate off and make them uneasy. Try to focus more on questions that really get to know the candidates skill set, temperament and personality.

Multitasking

As busy as your may be, the one place that multitasking should not be done is during an interview. If you have an emergency arise or simply do not have the time to give them your full attention, it is best to reschedule. Otherwise, do your best to curve any habits such as answering the phone, checking emails, or allowing notes from your assistant while the candidate is present. I understand that your day is very busy. I have struggled with multitasking multiple times in the wrong situation. But choosing to answer the phone in the middle of an interview can express to the candidate that they are not valued. This is sometimes a reason candidates choose not to accept a position.

Lack of Feedback

It is likely that you are interviewing multiple candidates for one position, so it is understandable if you do not have a “yes” or “no” by the end of your interview. However, candidates do appreciate SOME type of feedback so they are able to manage their expectations. If you like something about a candidate or are on the fence, it is perfectly okay to express that to them. If there is something you would like them to work on, it is also okay to let them know. Candidates are looking for feedback. Leaving them wondering may cause them to doubt your interest and accept another position.

Leading Them On

On the flip side, you definitely do not want to be over the top on positive feedback if you are not sure the candidate will be a good fit. Leading a candidate on can cause confusion and frustration. You can be positive, but also be sure you are being honest with the candidate. If you have some doubts, express them! Leaving a candidate with a realistic mindset from the beginning will help the process go a lot smoother moving forward.

Above all else, as managers we have to remember that this is a human interaction. We are allowed human mistakes, as long as we do our best to not make them habits. We need to focus on treating each candidate with sincerity and kindness. This will open the door for quality candidates to become quality employees in your company.