What are the common mistakes hiring managers should avoid when looking for a new job role?

The job interview presents a chance for the hiring manager and the candidate to evaluate whether the organization and the individual are a good fit. Hence, it requires preparation from both ends. However, several aspects might get overlooked during the hiring process.

As a hiring manager, here are some common mistakes you must avoid when looking for a new job role.

• Candidates won't appreciate it if an organization fails to provide them with comprehensive information about the interview process. For example, the type of interview, the number of interviewers, the number of interview rounds, the expected duration, and more. So, the company needs to detail the interview process without being asked by the candidate. It will make the entire process look more professional and relay the information better.


• Not coordinating the questions among the panel members is one of the common hiring mistakes, especially if it is a panel interview. Therefore, it's recommended to coordinate questions well in advance to let everyone know what the task is, who will ask what questions, and who will analyze the candidate's competency and skills.


• You will miss out on a lot of good candidates if candidates are not able to find out the salary of a job from the job ad. The disclosure of a person's salary in a job ad is unusual in some countries. This is something they prefer to discuss during an interview. You are more likely to get good candidates if you provide this information immediately. This avoids the need for lengthy discussions and negotiations. Likely, a candidate would not apply for a job if the salary is too low. Recruiters could therefore focus more on the tasks and responsibilities of new hires during interviews.


• There are instances where a company needs to fill a position urgently. As a result, they may settle for a mediocre candidate rather than waiting for the ideal candidate. However, this can lead to detrimental results like a lack of motivation for other employees, low productivity, etc. Such situations take a considerable amount of time and cost. So, it is crucial to avoid rushed decisions.


• It's not a wise approach to test a candidate's skills by asking questions. Instead, you could let the candidate interact with other employees of your premises or give a small task to analyze how the person would communicate with others.