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The don't's of an interview for recruiters!

Updated: Aug 24, 2021

An interview is a two-way street and recruiters/employers also have to follow the unwritten rules of an interview.

We always see long lists of things that a candidate should do before an interview, during an interview, after an interview, etc. and a list of things that they should never do. We never see a list for employers and recruiters. Employers do not hold the moral high ground just because they are the ones hiring.

Recruiters need to start respecting and valuing the time of candidates and not treat them like they are doing them a favor. Many candidates have a bad experience with recruiters but they often do not talk about it or just accept it the way it is because they are in need of a job. Here are a few things that recruiters need to avoid doing for an interview -

  • Don't ask inappropriate questions - Avoid questions that are not related to the job - for example, questions based on race, religion, age, ethnic background, gender, marital status, and national origin. Questions like these cross the line and have nothing to do with the work of an individual.

  • Don't make candidates wait for hours - The time of a candidate needs to be valued. It is disrespectful if they are made to wait for hours and if the interview is canceled without any prior notice. If a candidate is rejected for arriving late for an interview, the same should apply to recruiters.

  • Don't skip your homework - Review the candidate's resume, LinkedIn profile, cover letter, prepare for the candidate's questions, and have a clear understanding of the vacant position. The last thing you want to do is read the resume for the first time right in front of the candidate or have zero knowledge about the vacant position.

  • Don't display a negative attitude - Demonstrating a professional, positive, and enthusiastic attitude will calm nervous candidates, and will also allow for a more meaningful exchange to happen. A negative attitude will discourage them from speaking their mind.

  • Don't skip the follow-up - Candidates value feedback and informing them of their status after the interview with feedback regardless of whether they qualify enhances their experience. A simple explanation of why the candidate has not been selected than a default rejection email goes a long way in helping candidates understand their shortcomings.

Related - The don't's of an interview for candidates.

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1 Comment

Dave Levich
Dave Levich
Dec 23, 2020

Excellent list. I would also add "Ask the candidate about the company's competition and competitive advantages." That is the quickest way to find out how much the candidate actually wants the job and how much homework the candidate did prior to the interview.

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