This round of pet peeves is focused on poor interviewer experiences (hint: an interviewee one will be coming later).
- Misaligned values vs behavior: If you are telling candidates that people are your company’s number one priority, then who you are interviewing to potential join the team…should be a number one priority! Too often interviewers express company values but their behaviors say something completely different. I know it’s time consuming but so it not having someone good in the role.
- First impression: They are interviewing you too. I can’t tell you how many interviewers forget this and are not concerned with the impression that being late, disorganized, not passionate, etc says to the candidate. They are considering whether they would want to work for this leadership, show them you being a leader not engaging as if you “have to”.
- Over-interview: Yes, hiring is such an important decision. I’m not saying take it lightly but 4-10 rounds of interviews (some lasting the entire day) – is probably not helping your decision. Seriously, has anyone thought, nope…it was the 4th interview that won me over? Many times, this happens to have as many people as possible interview this individual – weigh the cost vs the benefit. I’m all for team selection, but do it wisely. Instead, put in a good 30, 60, 90 day policy. This is when you will really know if the hire was right or not; extending beyond that is when the costs of a bad hire escalate.
- Scenario Questions: Personally, I used to love scenario questions until I realized how many scenario question writers want one very specific answer to a scenario that often cannot be provided based on the question. Be very careful to not rule out great candidates because of lack of context or alternative ideas.
- No Closure: If you are flying a candidate in for the second or third interview, then you should have a plan to bring this to closure while they are onsite. For example, after a day long third interview, the closure is “thanks for coming in, not sure what happens next but we’ll be in touch”. Instead, I’ve had the final hour be some activity with people in the company while the decision makers meet to decide. Then with 30 minutes remaining, hopefully present an offer. This tells candidates you are serious and in this market, you can’t waste time or you’ll lose the exceptional candidates.
As much as these are pet peeves, they are mine and as a leader that doesn’t mean I get to simply judge others. Instead, these serve as opportunities for others and for me to grow. If this stuff was easy, I wouldn’t be sharing.
What are your interviewer pet peeves?