Peer 1
Interviewing can be a tricky and nervous process for both the interviewer and
interviewee. Although most people think most interview mistakes happen on the
prospective hire’s side, the blame can sometimes fall on the manager. Four
common mistakes that hiring managers make are; asking irrelevant questions,
searching for a superhero, comparing candidates, and acting distracted.
Asking irrelevant questions can be a tricky situation because sometimes the
hiring managers ‘are not selling what the person is buying.’ “Sure, it’s
entertaining to know if a person would rather fight one horse-sized duck or 100
duck-sized horses, but I think it’s debatable how valuable that answer is to
your hiring decision,” (Workopolis 2017) Sometimes these questions can lead
to finding out traits that may be helpful for the position, but they can also
become white noise and take the interview off course.
Searching for a superhero is another shortfall hiring managers can face.
Expecting to find the best qualified person for the job who’s willing to accept a
less than competitive pay is extremely hard. Usually, these superheroes are
head-hunted and will not be in an interview pool. Expecting to find these
individuals and then corralling them into an interview pool is highly unlikely and
should best be avoided, after all, you don’t always need the top stars at every
position.
Comparing candidates is a huge pit that many hiring mangers fall into. “Just
because a candidate was better than the one before him or her, doesn’t mean
they are the right candidate for you. Some candidates are just naturally better at
interviewing, while it takes others more time and effort to really display their
natural strengths, talents, and personality. And most of the time, an hour long
interview is just not enough time for these individuals to really show you what
they’re all about.” (Leen Sawalha 2017) Interviews are small snippets of time in
a long continuum of tenure at a workplace. Comparing candidates can cause
the hiring manger to stop looking at the prospective hires as a whole and make
them focus more on the 1 hour they spent with them.
Finally, acting distracted can be a huge problem for hiring managers. “It …
interrupts the candidate’s chain of thought – and it’s spectacularly rude.”
(Workopolis 2017) Part of the hiring manages duties is to advertise the
company to the individual. If the individual feels as though their time and
answers are not valuable to the hiring manger, would their time and talents be
valued there at all. Furthermore, not being distracted shows respect to the
individual and gives them a sense of confidence not only in the company, but
their superior.
Refrences
Workopolis. 2017. “8 interview mistakes hiring managers make” Retrieved
from, https://hiring.workopolis.com/article/eight-interview-mistakes-hiringmanagers-make/ (Links to an external site.)
Sawalha, Leen. 2017 “5 Interview Mistakes Hiring Managers Commonly Make”
Retrieved from, https://atmanco.com/blog/hiring/5-interview-mistakes-hiringmanagers-make/ (Links to an external site.)
from Chapter 6
50 minutes ago
Discussion
Hi Morgan,
I like how you touched on the "halo effect" Trying to find superheroes can be
difficult and almost impossible, especially when the manager does not always
need a "best in show" employee in that position. “Just because a candidate
was better than the one before him or her, doesn’t mean they are the right
candidate for you. Some candidates are just naturally better at interviewing,
while it takes others more time and effort to really display their natural
strengths, talents, and personality. And most of the time, an hour long interview
is just not enough time for these individuals to really show you what they’re all
about.” (Leen Sawalha 2017) Managers should always look for an employee
who will fit the job and the company. Just because a prospective candidate has
the best-looking resume does not mean they are a perfect fit for the company.
This is why Interviews exist.
Reference
Sawalha, Leen. 2017 “5 Interview Mistakes Hiring Managers Commonly Make”
Retrieved from, https://atmanco.com/blog/hiring/5-interview-mistakes-hiringmanagers-make/ (Links to an external site.)
from Chapter 6
42 minutes ago
Discussion
Hello Jessica,
I like how you touched on comparing candidates. I also wrote about this and
extrapolated from the article why comparing prospective hires and how looking for
"halo candidates" can be the wrong move. Although someone with a stellar resume
may seem like the perfect fit, that is not always true, this is why interviews exist. It's
all about finding someone with good performance history and someone who will fit
the company and the job, the superhero that managers look for may not be that, or
even exist. I also liked how you talked about illegal questions. Interviews should
always be about the job and how well a prospective employee fits that job, not their
personal life.
Reference
Sawalha, Leen. 2017 “5 Interview Mistakes Hiring Managers Commonly Make”
Retrieved from, https://atmanco.com/blog/hiring/5-interview-mistakes-hiringmanagers-make/ (Links to an external site.)
In the hospitality industry, many managers all over the entire world may make
common interview mistakes. The four mistakes that I think is common for
managers to make during an interview is that they may be talking too much,
invade their privacy, keeping the interview short, and failing to be prepared to
interview the applicant.
When talking too much during interview managers end up speaking more
about the company than they need to. When being a manager sometimes you
should also listen more and speak less while giving an interview. Referring to a
website Business Management Daily, the article says that 85% of the time
you’re listening, 15% of the time you’re talking”(Business Management Daily
Editors, 2019). As a manager, you should always take notice in hearing the
applicant get to know what type of person he or she is, their knowledge, and of
course, their skills and abilities to see if he or she can be capable to do the
job.
For the second mistake, managers should know that they should invade in the
candidate's lifestyle details. It is also illegal to inquire about people’s personal
information. According to the website wise step, author Chitra Reddy mentions
that “must not ask questions like'' are you married? Are you divorced? Do you
have kids? What is your age? Do you live in your own home or is it rented? Are
you suffering from any sort of illness or disease”(Chitra,2016)? By asking these
questions you can make the applicant feel uncomfortable or triggered. It can
also assemble discrimination lawsuits for the company and also yourself in the
future.
The third mistake that a manager may make while giving an interview is
sometimes they keep the interview short. When cutting an interview short it
shows that you had not achieved and that you had failed an interview. In the
same website wise step, the composer declared that “ in a short time, you
cannot judge a candidate’s responses and behavior”(Chitra,2016). If you make
the interview longer it can benefit you as a manager by getting to know the
applicant and also giving the applicant a better insight into the company that
she applied for.
Lastly, the fourth common interview mistakes that managers can make is failing
to be prepared for the interview. As a manager, when interviewing a candidate
you should never just immediately scan the resume for the first time just before
you meet with them. According to a website Business Management Daily, the
writer includes that you should “take time to review it beforehand, and think
about what you want from the new employee”(Business Management Daily
Editors, 2019). Being prepared and reading the resume beforehand can help
you keep yourself and the candidate on track during the interview and it can
give you an insight if the applicant is ready for the job. If managers do not fix
these common interview mistakes in the hospitality industry not only their
company goes down but also their image as a leader decreases.
References
23, B. M., & Editors, B. M. (2019, June 11). Mistakes managers make when
conducting interviews. Retrieved
from https://www.businessmanagementdaily.com/34916/mistakes-managersmake-when-conducting-interviews/ (Links to an external site.)
Reddy, C., Reddy12, C., Reddy, C., Recruitment Areas, Complete Recruitment
Life Cycle, Recruitment Areas, & Complete Recruitment Life Cycle. (2017,
October 31). Top 15 Mistakes Managers Make During Job Interview. Retrieved
from https://content.wisestep.com/mistakes-managers-make/ (Links to an
external site.)
from Chapter
11 hours ago
6 Discussion
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