Reckon you’ve got your interview tactics down to a fine art? If so, that’s great. Interviews are as much about you getting to know a candidate as them getting to know your business and what it might be like to work for you. So, it’s important to spend time mastering your approach and ensuring you don’t scare off candidates.
The trouble is, far too many companies risk scaring off candidates by using interview tactics that simply don’t work. Sure, you may want to hire employees who show resilience, but that doesn’t mean you need to give them a massive grilling throughout the interview process.
At the same time, it’s always important to come across as polite, interested and as if you actually want to be there. Candidates will pick up on your vibes and if you don’t seem engaged, you’ll definitely make them feel like it’s a waste of both your time and theirs.
With this in mind, we’ve pulled together a list of six interview tactics that scare off candidates; have a read and make sure you aren’t risking your chances of securing the top talent.
1. Leaving Them Waiting Too Long
Sure, we’re all busy people. But that doesn’t mean you have a right to leave candidates waiting in your reception area for 20 minutes while you finish off your work and make a cup of coffee.
Remember, first impressions count. If your interviewee is sat waiting for you and you’re eating into the meeting time, they’re not exactly going to get a good impression of your company.
Make sure there’s always someone around to greet your candidates and seek to start your interviews on time. Especially as your candidates’ nerves are probably building up as is.
2. Asking Quirky Interview Questions
You might be familiar with some of the weird interview questions that Google and other big companies ask candidates. In some cases, these can work well; they encourage interviewees to think on their feet and can also help to break the ice.
However, don’t just ask them for the sake of it. Interview tactics like this can scare candidates off; especially if they can’t think of an answer. If you do want to be a little quirky, assure the interviewee that it’s just a bit of fun and there’s no right or wrong answer.
Interestingly, research shows that brain teaser questions actually don’t work. So, consider whether you really need to use them and whether they’re worth potentially annoying candidates for.
3. Making the Process Too Complex Will Scare Off Candidates
Similar to the above, making your interview process too complex is another sure-fire way to scare off candidates. Whether you’re setting difficult pre-interview tasks, or you ask them to attend multiple different interviews; consider what’s actually going to be most effective.
Naturally, you’ll want to ensure your screening process is robust and that you’re only interviewing relevant candidates for the job. However it can have the opposite effect if you scare them off before they even make it to the interview stage.
Similarly, multi-stage interviews are very useful; as long as you communicate with candidates throughout the process, keep them engaged and inform them of next steps.
4. Dominating the Conversation
Remember, this isn’t your interview. Sure, you’re running it. But it’s not about you! The interview should focus on the candidate and what they have to say.
Yes, it’s fine to talk about your own experience here and there; but only if it’s relevant to the conversation. You’re only going to scare off candidates if you talk about yourself the whole time; plus, you won’t seem like you’re interested in what they have to say.
To prevent this from happening, make sure you spend time looking through their resume and preparing a long list of questions to ask. This is one of those interview tactics that will never grow old.
5. Appearing Disengaged
If you aren’t making eye contact, appear to be daydreaming, or generally don’t seem interested in what they have to say then you’ll definitely scare off candidates.
At this early stage in the process, you need to show that you actually have an interest in hiring them. The market is tough right now and the best candidates will quickly get snapped up by someone else.
Plus, don’t forget that employee review sites enable job hunters to review their interview experience. So, they’ll be quick to air their views online if they don’t feel valued.
6. Rushing the Interview
We’re all busy people. But that doesn’t mean you need to rush through the interview. The candidate has taken the time out of their day to come and meet with you; so be respectful of this.
This is especially true if you do actually think they’re the right fit for the role. Rushing through the interview will make it seem like you don’t want to be there. And that’s not exactly going to make them want to work for you.
Even if you don’t plan on hiring the candidate, rushing the interview will only leave them with a bad taste in their mouth. You never know, they may be suitable for another role in the future, or recommend your company to a friend or family member. So, be sure to keep them sweet.
7. Being Too Generic
While it’s great to ask common interview questions, try not to be too generic. It’s extremely important to prepare beforehand and run through the candidates’ resume. Pick out a few key areas that you want to discuss in more detail.
Doing so shows that you value their time and have a genuine interest in them as a candidate. If you simply throw out generic questions, it’s not going to be the most riveting of interviews.
As mentioned earlier, go into the meeting with a long list of relevant questions. Try to pick out points in their resume and cover letter that interest you the most. That way, you’ll make a great impression.
Don’t Scare Off Candidates With These Interview Tactics!
While it’s great to shake up your interview tactics, it’s also good to be aware of the ones that can scare off candidates. After all, competition for top talent is tough right now, so you need to ensure you’re making the right impression throughout your interviews.