In the interview process, human nature can be difficult to overcome. One of the most common mistakes hiring managers make is to “shop” for candidates based on emotion; that is, to form either a positive or negative feeling for the candidate and allow that to dictate the rest of the interview. For example, if a candidate makes a good first impression, the hiring manager spends the rest of the interview justifying why the candidate would be a good fit. Vice versa, if a candidate makes a bad or weak first impression, the hiring manager then tries to uncover why this candidate shouldn’t be hired. In this way, the right candidate for the job can be passed over. But as a hiring manager, you can take steps to overcome this hiring mistake.
Use These Strategies to Conduct a Fair Interview
Follow these simple tips to screen candidates fully and find the perfect match for your open position:
- Start with a phone interview. This will allow you to talk to the candidate and ask important questions. An in-person interview will give a candidate the opportunity to turn on the charm full force, and you can save yourself valuable decision-making time by interviewing first by phone. Then you’ll be more prepared for a face-to-face interview.
- Gather facts and do not make assumptions. Treat every interview as a fact-finding mission, much like a juror in a trial. Save your judgments for after the interview, when you have all the facts.
- Do the opposite of your gut instincts. If you immediately like a candidate, spend the rest of the interview forcing him or her to prove job competency. If you feel wishy-washy about the candidate at first, allow him or her the benefit of the doubt during the rest of the interview. (You may find this encourages you to ask candidates the exact same questions.)
- Treat candidates like subject matter experts. Assume that the person sitting in front of you is an expert in his or her field, regardless of your first impression. Gather information using questions that assume full competency.
- Interview as a group. It’s often easier to keep an interview objective when others are present. Invite two or three other people from applicable departments or human resources to join your interviews.
In the end, you’ll thank yourself for being logical, rather than emotional
It would be unfortunate to learn you missed out on a great new employee because he or she was nervous or anxious and made a less-than-great first impression. For this reason, use the above tips to keep your emotions in check and your interviews more objective than subjective.
Find new employees by working with a trusted staffing partner
Another great way to land qualified candidates is to work with a staffing firm. For staff in the Atlanta Metropolitan Area, contact Snelling Georgia Group. We’ll work with you to find highly qualified employees that fit well into your workforce. To learn more, call or email Snelling Georgia Group today.
