So far we have learned about the different interview structures, and things to keep in mind while conducting an interview, the next thing to be aware of are the common interviewing mistakes that can be made.
The following is a list of common interviewing errors that can breach the validity and reliability of the interview:
- Poor Planning – This often results in unstructured interviews, with minimal information to accurately compare candidates. The more unstructured the interview is, the less valid and reliable it is.
- Snap Judgment – First impressions are key, but should not be used to judge an applicant. Often at times interviewers will make a “snap judgment” within minutes of meeting the applicant or even when they review their test scores or resume.
- Negative Emphasis – Interviewers are most likely to remember and be influenced by the unfavourable aspects of the interview, and opinions can be more easily changed from positive to negative.
- Halo Effect – This is when a positive first impression of an applicant causes the interviewer to view them with a positive bias, which distorts their ability to accurately rate the candidate. For example if the candidate has a nice smile or firm handshake they may be viewed in a positive light before the interview even starts.
- Poor Knowledge of the Job – If the interviewer is not familiar with what the job entitles they will not know what type of person that would be best suited for the position. As a result, they will most likely inaccurately choose a candidate based off a stereotype of what they believe is a good employee.
- Contrast (Candidate-Order) Error – The order that a person is interviewed can affect their rating. For example, a candidate may be viewed more favourably than they actually are if they were interviewed after a series of unfavourable candidates.
- Influence of Nonverbal Behaviour – Nonverbal behaviour, such as more eye contact, head moving, or smiling can positively influence the interviewer’s view of the candidate, and can account for more than 80% of their rating. Studies show that the attractiveness and gender can also affect their ratings – the more attractive a person is, the more suitable they seem are for the position.
- Telegraphing – This is when the interviewer is “telegraphing” expected answers to help the candidates respond correctly to the questions. It can be as obvious as asking a question like “This job can be very stressful. You can handle that right?” or as subtle as smiling or nodding when the candidate responds favourably after a question.
- Too Much/Too Little Talk – Either scenario is not favourable because you will not be able to obtain the necessary information to accurately rate the candidate. This is why experts suggest using the 70/30 rule. Have the candidate speak for 70 percent of the time, and the interviewer the other 30 percent.
- Similar-to-Me Bias – Interviewers tend to view candidates that are similar to themselves more favourably (i.e. candidates that posses the same demographic, personality, or attitudinal characteristics as the interviewer).
So what can you do to avoid falling into the trap of those common interviewing mistakes? Check back in with us next Monday, September 26, on designing an effective interview!
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