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How HR professionals are embarrassing their organisations



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Job interview is a two-way street – it is a process where interviewers examine how competent a candidate is for certain role, but also where the prospective employee gets the first glimpse of the company’s culture and how the company works firsthand.

However, interviewers are often so caught up in finding the perfect candidate and ignore the fact that candidates are also assessing whether your company is an ideal place for them for spend more than 40 hours every week.

CTgoodjobs shared on their bulletin about the little things that may give a wrong impression to candidates if HR managers don’t pay enough attention.

1. Greetings
One may be tired after a day of work, but giving off an unwelcoming and hostile vibe is not going to do anyone good. To make it easier for the hiring manager and the candidate, start the interview by introducing oneself with a casual tone. A friendly atmosphere will encourage candidates to share more about themselves, it also gives an impression that the company cares about the workers.

2. Body language and facial expressions
Wearing a smile is the easiest way to set a friendly tone in interviews. It is understandable to frown when, say, you can’t get the last bit of what the candidate has just said. However, excessive gestures or overt facial expressions like fidgeting, finger tapping and prolonged frowning are often come across as rude and disrespectful. Keep the interview professional by paying attention to these little gestures.

3. Interview questions
Not only does candidate need to do their homework before an interview, interviewers should do so too. If you’ve received the resume and/or other application documents before the actual meeting (which you should in most cases), spend some time to read them through and pick out the information that most interests you. It saves you a lot of time when you can ask specific questions regarding certain skills or experience of the candidate. You can even make up some scenarios based on the candidate’s background to testify their problem-solving skills or job-specific abilities.

4. Answering candidates’ questions
Interview is the time when candidates get a deeper understanding on the job, the culture and everything about the company. Therefore, when asked a question, try to avoid giving answers that are too generic. Be frank but nice and professional if certain information is too sensitive to share.

ALSO READ: Have you ever been ghosted by candidates?

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