We’ve explained five common mistakes that interviewers make, and those are listed below. This list is focused on the hiring side of the industry. If you’re a job seeker, don’t worry – we’ve created a separate list of common mistakes specifically for those looking for work but struggling with the interview process. But if you’re the one doing the hiring, read on to learn about the mistakes you might be making. Fixing up these issues can help you keep the interest of high-quality candidates.
Only focusing on technical skills
A job candidate might seem like a great fit for your practice on paper. If a potential employee has a strong educational background and relevant experience, they’re definitely worth considering. However, there are many other important skills you’ll want to look for.
If a candidate is going to be working directly with patients, you’ll want to pay close attention to their demeanor. You should find someone that will be able to comfort and support patients during a difficult time. You’ll also want to hire someone that is able to work well with others. A candidate could cause major problems if they’re not able to work as part of a team.
Failing to consider hobbies and unrelated work experience
When judging a person’s skill set, it’s vital to keep in mind how their seemingly unrelated experiences might make them a better or worse candidate. For example, a person who’s experimented with audio production as a hobby might have a better understanding of sound than someone who’s never dabbled in that particular field. A person who’s spent a lot of time as a babysitter when they were younger, or who is a parent, will probably be better at caring for children than someone without these experiences.
Sure, it’s easy to think about a candidate in terms of a bulleted list of technical skills, especially if you’ve spent a lot of time looking at that person’s resume. However, by thinking creatively and analytically about those skills, you’ll be much better prepared to make a decision that you ultimately feel satisfied with.
Talking too much
If you’re excited about a candidate, you might be eager to tell them more about your practice and the position that you’re hiring for. You may want to tell the candidate all about the benefits you offer, like flexible hours or paid vacations. Many employers think it’s important to sell a candidate on a position so that they’ll be more willing to accept a job offer.
Unfortunately, if you do all the talking, you won’t be able to learn much about the person you’re interviewing. An interview is an opportunity for you to get to know a candidate and see if they’re a good fit for a position. Experts recommend that hiring managers should only do 30% of the talking in interviews. That number may seem low, but it’s a good point of reference to keep that in mind when talking with potential hires. It’s quite possible you’re talking too much.
Forgetting to follow up on references
Does a candidate’s resume seem a little too good to be true? It’s important to follow up on provided references so that you can verify that a candidate is everything they appear to be. A report from Career Builder found that a staggering 29% percent of hiring managers have caught a fake reference on a candidate’s application.
Following up on references can take time, but it will also help you filter out candidates that are less qualified than they appear to be. Take the time to verify the information on a candidate’s resume, from their references to their employment dates to their salary claims.
Asking the wrong questions
An interview is your best chance to get to know a prospective hire. However, if you’re poorly prepared, and you ask the wrong questions, you could wind up blowing this opportunity. Take the time to prepare for the interview. Learn more about the candidate and their background. Make sure you’re asking the right kinds of questions.
Focus on questions that are relevant to the position you’re hiring for. Before you ask a question, you should think about what you hope to learn. If you ask a candidate silly and irrelevant questions, you’ll waste your time, as well as the time of the candidate. You might even be throwing up red flags that will cause potential hires to hesitate on accepting your offer.
Make sure to prepare thoughtful questions that will encourage candidates to give you insightful answers.
If you’re struggling to hire the right people for your practice, Staffing Proxy can help. We can connect you with qualified applicants that you’ll be able to depend on. We’ll help you build a strong team that can give your patients the level of care that they deserve. Contact Staffing Proxy today to learn more about what we can do for you.