Common Interviewing Mistakes
In any large organization, oftentimes the human resource manager may make common interviewing mistakes when interviewing a potential candidate for an open position. The GWC Valve USA compan yneeds to be sure that the human resource manager knows about these ten common interviewing mistakes that occur to many interviewers in large organizations who are in desperate need of finding someone to fill a position.
The ten common interviewing mistakes that interviewers make involve poor planning, snap judgments, negative emphasis, halo effect, poor knowledge of the job, contrast error, influence of nonverbal behavior, leading, too much or too little talking, and similar-to-me-bias. Poor planning is when the interviewers do not plan the questions in advance and basically decide to wing it and ask the interviewee appropriate questions but the whole point of interviewing individuals is to ask every candidate the same questions and this is the problem with poor planning. Snap judgments is when the interviewers will jump to conclusions during the first few minutes of the interview and these aren’t accurate or reliable in the selection process.
Negative emphasis is when the interviewers seem to have a consistent negative bias on each candidate they interview. The halo effect is when there is a positive initial impression to distort an interviewer’s rating. Poor knowledge of the job occurs when the interviewers are interviewing candidates for a position they know close to nothing about therefore cannot ask the right questions to see if they are a good fit for the position. Contrast effort means the order in which the applicants are seen affects their rating since they get compared to other applicants. Influence of nonverbal behavior is judging them based on eye contact or head moving. Leading is when the interviewers are so anxious to fill a job that they help the applicants answer the questions which is similar to too much and too little talking. You want to actually hear from the applicant to see how they answer questions and if the job is really something they can do. The similar-to-me bias is when they have the same traits or skills as you therefore you favor them.