Things You Shouldn’t Do When Interviewing Candidates – From a Candidate’s Perspective

Job interviews can be nerve-wracking for candidates, but they also reveal a lot about the company. Just as candidates are being assessed, they are also evaluating the potential employer. It's a two-way street, and how you handle the interview process speaks volumes about your business. So, here are some things you absolutely shouldn’t do during interviews, especially if you want to leave a positive impression on candidates.

1. Don’t Waste People’s Time With Lengthy Assignments in the First Round

Imagine this: You’re excited about a role, only to receive an extensive assignment before you've even spoken to someone at the company. Not only is it time-consuming, but it can also feel like an unnecessary hurdle when the candidate hasn’t even had the chance to showcase their fit through a conversation. Long assignments might have their place later in the process, but in the first round? It’s overkill. Instead, keep initial tasks short, focused, and respectful of the candidate's time. You can always ask for more detailed work as the process progresses.

2. Don’t Call Candidates to Your Office for Simple Screening Questions

We live in a world where remote communication is the norm, so dragging someone into your office for a basic screening interview is a waste of their time. Screening questions—like confirming their availability, location, or salary expectations—are easily handled over the phone or via a quick video chat. If you expect a candidate to take the time to travel, make sure it’s for something substantial, like a second or third-round interview, where they can truly get a feel for the company culture and meet the team.

3. Don’t Reject Candidates Based on Something That’s Already on Their Resume

One of the most frustrating experiences for candidates is going through multiple interview rounds, only to be told they're not moving forward due to something that was glaringly obvious on their resume from the start—like years of experience or lack of knowledge in a particular area. If a candidate’s resume doesn’t meet your requirements, don’t waste their time by bringing them in for an interview. Be thorough in reviewing their qualifications beforehand and make sure you’re clear on what you’re looking for. It saves both parties time and energy.

4. Don’t Conduct Interviews Without Relevant Experts Present

It’s a common mistake to have someone with little to no technical expertise or no HR background lead an interview. While personality and soft skills are important, a candidate wants to be evaluated by someone who understands the role they’re applying for. Sitting through an interview with someone who can’t assess their technical skills—or worse, someone who treats them poorly without HR present—reflects poorly on the company. It leaves the impression that you’re disorganized or don’t take the hiring process seriously. Candidates expect to be evaluated on both their hard and soft skills, and a balanced panel is the best way to achieve this.

5. Don’t Give Vague or Condescending Feedback

Candidates appreciate feedback—constructive feedback. It helps them grow and understand where they might have gone wrong. However, delivering feedback in a condescending tone or giving vague answers like “we just found someone more qualified” doesn’t help anyone. Be respectful, and if you can, provide specific insights into areas where the candidate can improve. Remember, the candidate is also assessing you and how you treat them in the process. A bad interview experience could lead them to tell others about it, impacting your company’s reputation.

6. Remember, It’s a Two-Way Street

It’s essential to remember that interviews are not just about you deciding if the candidate is right for the role. The person sitting across from you is also evaluating if they want to work for your company. Are you treating them with respect? Is the process organized and fair? Do they feel like they’d be valued if they worked there? A poor interview experience can easily turn candidates away, no matter how much they initially liked the job or the company.

In conclusion, interviews are an opportunity for both parties to assess fit. Treat candidates’ time with respect, give them the chance to showcase their skills, and ensure the interview process reflects your company’s values. After all, the candidate you’re evaluating today could be your future teammate tomorrow.