Employers may think they hold all the cards when it comes to interviewing job candidates, but they too can do things that will scare off would-be workers.
That may not matter if it’s a low-level position the company is seeking to fill, but if its top talent the company is after, then interviewers have to tread carefully during the interview process.
“Employers scare off candidates probably more often than they realize,” says Crystal Miller, a strategist at Branded Strategies, the recruitment and brand strategy company. “Everything is geared toward what the candidate should and shouldn’t do. Many employers don’t realize it’s an audition for them too.”
The job market may be tight, but when it comes to sought-after skills, companies are increasingly competing for top talent. The worst thing a company wants to do is lose a potentially great employee because of bad behavior on the part of the interviewer. From being unprepared to saying inappropriate things, here’s a look at seven behaviors that will send potential employees running for the hills.
Common advice among job seekers is that when you attend an interview, you need to interview the employer right back. After all, you’re the one who will potentially fill the position. You need to know if it’s going to be a good fit, right?
While salary ranges, benefits and schedule flexibility are important details you deserve answers to, hiring managers don’t appreciate questions like those until at least your second interview (or maybe even after they make you an offer).
During your first interview, the “impress me” dance is still in full swing. When a potential employer asks if you have any questions, she doesn’t want inquiries about parking validation; she wants to see if you’re prepared, educated and inquisitive.
Here are six questions to ask at the end of your interview that will help you master the twisted tango of getting hired:
Most common interview questions don’t get to the heart of the matter — knowing if the candidate is the right person for the job.
The majority of standard interview questions actually discover little about a job seeker. Of course, all interview questions are the same question—why should we hire you?
As for the candidate, they obviously have one mission—to get the job.
However, the average hiring manager is extremely busy, and they often they execute a series of offenses:
Answering phone calls during interviews
Not taking notes, acting bored or distracted
Bad-mouthing their companies
And the worst of all—asking those “gotcha” questions without a good reason
The cost of asking terrible interview questions can be anything from hiring the wrong people to driving away fully qualified applicants. What can make things even worse; poorly trained hiring managers can leave employers open to legal liability by asking biased questions.
The concepts behind successful interviewing are simple—better interviews lead to better employees. Asking the right questions can get enough information to get the best people for the job.
Avoid these three useless interview questions, and incorporate some few well-worded replacements:
Resumes and cover letters may be a good start in the hiring process, but the behavioral interview can get to the heart of the matter! Four behavioral interview tips, to learn if you have the perfect candidate!
Resumes and cover letters determine which candidates deserve a closer look; they show which ones are worth more of your time.
However, without the interview, it is impossible to find the best talent.
Literally, an interviewer can ask hundreds of questions. Asking everything could take hours, and you just do not have the time. Even then, a marathon meeting—filled with meaningless questions—leaves no guarantees that you will find the right fit for your company. The best interview tips are to choose only a select few pertinent questions.
Behavioral interviewing learns which candidates will work the best in a particular corporate culture. One of the best ways to be truly effective is to trim down the list of questions to only what is relevant. Stick to the a few interview tips, and it will soon get down to exactly what you need to know to make a hiring decision.
For job seekers, the interview is an indication of how well you carry yourself.
Preparation is essential, to anticipate some of what will be asked in the interview by an employer or hiring manager.
One fastest ways to wreck an otherwise smooth-running interview is being unnecessarily hung up on a simple question.
This is not to recommend a candidate should appear so rehearsed that answers sound canned, hollow and lack sincerity. It is just that there always should be a reasonably clear response to the most frequently asked interviewer questions.
The single interview question that seems to mix people up is, “Why did you leave (or are looking to leave) your previous employer?”
An interviewer who has never uttered these words is simply missing an opportunity—and is only performing half an interview.
This question, and all the different ways it can be worded, is at the heart of the behavioral interview, and gets to root of a company’s current problem—finding the person who is a perfect fit for the company and its culture.
Behavioral interviewing is a structured process to determine if the candidate has both the character and work ethic required for a particular position.
Rarely focusing on the technical skills required for the job; the purpose of behavioral interviews is to be more of a matchmaker. Like in the dating world, behavioral interviews succeed best when they finding compatibility between the prospective employee and employer.
And just like dating, the consequences of a poor match in hiring can be frightening. A lousy hire wastes money, time and energy.
You made it through the screening process and interview, and now the job offer is on the table.
Between the offer and your first day on the job leaves one step—discussing compensation and benefits. Unfortunately, job seekers shy away from this—something so crucial to their future.
New hires (both men and women) are so grateful after a long, demanding job search they have little interest in further negotiations. Many will just accept what the company offers, blinded by relief and the desire to go to work!
This can be an expensive error!
In a blog post for ArtOfManliness.com, Brett & Kate McKay discuss the 8 financial questions every new hire should ask —and the best time to ask—when considering a new job: