While the onus is on candidates to perform at their best during job interviews, it’s up to you to determine whether or not a candidate is a good fit for the available position. Without a well-crafted selection process, you and your peers may evaluate interviewees subjectively instead of objectively. Unknowingly, many managers and HR professionals subjectively analyze job candidates when interviewing them. Some examples of the subjective pitfalls people experience during interviews include:
- Bonding with someone over a common interest.
- Preferring applicants who are extremely similar to current employees.
- Choosing a candidate because you spoke with this person last and their qualifications remain top-of-mind for you.
- Asking inconsistent questions when interviewing applicants for the same position, thus making it difficult to compare applicants’ answers.
To fill the open position at your company, a candidate needs both soft and hard skills. And following a thoughtful screening process developed with business goals in mind ensures that you will hire the best person for the job.
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