The most common interview mistakes you’re making
Hiring the right people is one of the best things for your business, but hiring the wrong ones can cost time, money and affect team morale.
Without realising it, many business owners/line managers unintentionally make a series of common mistakes within the interview process. It’s something we see all too often and can lead to you hiring the wrong person.
As HR experts, we’ve put together some of the most common interview mistakes that we see, why they happen and what you can do instead to avoid making them during your own hiring process:
Going into the interview without a clear plan
All too often, managers walk into interviews without a clear plan, no prepared questions and no clear idea of what they’re looking for in a candidate. Many assume that ‘winging it’ makes them seem more laid-back and approachable, but it often does the opposite.
Why it’s a problem:
Inconsistent interviews lead to inconsistent hiring decisions
Important skills or behaviours may never be assessed
Bias can creep in unintentionally.
What to do instead:
Define the role clearly before interviewing
Identify 5 - 7 key skills or behaviours the role requires
Prepare structured questions that assess each one
Ask all candidates the same core questions (this can also help prevent any
discrimination claims).
Talking too much
Interviewers can often dominate the conversation a little too much. They focus on selling the role and the business, which means they don’t hear what the candidate has to say.
Why it’s a problem:
You learn less about the candidate’s capabilities
Nervous candidates may struggle to interrupt
You may hire someone you liked, not someone who can do the job.
What to do instead:
Aim for the candidate to speak 70 - 80% of the time
Use open-ended questions
Allow silence - it encourages fuller answers
Take notes rather than jumping in.
Asking weak questions
We all know how Google works, so asking weak questions such as ‘what are your strengths and weaknesses’ or ‘where do you see yourself in five years,’ doesn’t help you really get to know the candidate. They can easily look up ‘correct’ answers to these questions and rehearse them beforehand.
What to do instead:
Ask behavioural and scenario-based questions, such as:
“Tell me about a time you had to manage a difficult deadline.”
“How would you handle a conflict with a colleague in this role?”
“What would you do in your first 30 days here?”
Rushing the interview
There’s nothing worse than a potential candidate attending an interview and feeling rushed and like the interviewer has got better things to be doing. It can be very off putting to them and doesn’t show you in a good light.
You might be short-staffed and want to fill the role quickly, but fill it with the wrong person and you’ll be doing this process all over again in a few weeks/months’ time when the initial hire doesn’t work out.
What to do instead:
Set aside dedicated time in your calendar for the interview
Pause if something doesn’t feel right
Ask follow-up questions
Consider a second interview or task-based assessment
Remember: a delayed hire is cheaper than a bad hire.
Being prepared, having some structure and a good set of questions can really improve your hiring outcomes. If you’re regularly disappointed or let down by new hires, the issue may not be the candidates, it may be the interview process.
As HR Advisors, we always encourage business owners and line managers to treat interviews as a strategic business activity, not a casual conversation. Getting it right saves time, protects your culture, and builds stronger teams. Get in touch to see how we can help.
Many of you will have seen the news in December that the Employment Rights Bill received Royal Assent and is now officially the Employment Rights Act 2025. This Act is set to give the biggest shake up in employment law in decades and all employers, regardless of size, will need to make changes.
If you need support navigating your way through what this legislation means and what changes you need to make in your HR policies/procedures, please do get in touch as we would love to help.