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Vital Interview Mistakes

Podcast
October 08, 20228 min read

Episode #1 Mistake In Hiring


Listened to the full podcast here: https://spotifyanchor-web.app.link/e/N7yrT4OBXtb

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(00:00)

How would you rate your interviews? Would you rate them at like an, A, B, C? How do you feel about your interviews? Do you know if we're asking the right questions? Are you connecting? Are you actually getting them to come on board? Are they showing up? If you're making any of these five vital mistakes, you could be experiencing some of these things right now. And I'm gonna go over some things that you could do in this episode to change them and make the biggest impact.

(00:39)

Hello, everybody. Welcome back to the podcast. I'm so excited to be diving into some interview mistakes and things that we see. Oh, so often. So let's dive into it. Number one, mistake is not connecting with the applicant. You know, those interviews that you're having and you are just really sidetracked. You're distracted, and you're not really connecting with the applicant. You could even still be fully there mentally, and you're not really making the effort to connect. Connecting with somebody is a real effort. if you've ever been in a relationship, you know, that you can get a way too comfortable and you could need to kind of give yourself a little wake up call and that you need to actually remember to try to connect. And it makes the biggest difference. So your applicants are no different. It's important that you're making a connection. Imagine if you had an interview yourself and you weren't connecting with them, then you're not really gonna see yourself continuing to go further.

(01:45)

Even if they do send you a job offer. If you're not connecting again, you're not really gonna get them long term. If they turn out to be one of the candidates that you want. So go the extra mile, make them laugh. Actully, elaborate a little bit on their answers. You don't need to go totally off roads, but try to get them to laugh. Try to go ahead and again, be relatable to them. If they're saying that, you know, they have years of experience, then maybe you can elaborate. You grew up and you had tons of experience. And it's just something that you guys can kind of create some common ground. It's gonna make the world of a difference, because if you don't do it, then again, you're not gonna have a connection and they're not gonna accept your job offer on that next step. So really important to not skip this step.

(02:35)

Mistake number two is not feeling at least 80% positive about this applicant. And you're still saying yes to them at the end of the interview, you really want to be so confident that by the time this applicant gets to you into their interview process, that they've already been pre-screened. There are so many different business owners where I feel they have to do so many things after the interview, because the interview, they didn't pre-qualify them before they got to the interview, or maybe they think they did, but they're still not confident enough to continue to like, let that interview really dictate if they're gonna be hired or not. So, then again, if you're not generating enough traffic, it makes you want to feel like you're having to say yes to anybody. Who's showing up to the interview. And I know a lot of you guys can relate cuz I see it all the time.

(03:32)

So I want you to like, remember that you're gonna do more harm for your business. If you're letting people on who you aren't fully confident about. There's a lot that goes into like pre-qualifying and that's a good chunk of what our software does for, for our students. Is it filters out the candidates with seven layers of candidate filtration throughout the whole process, or it's just happening automatically. But regardless whether you know, you're a client of ours or not, you should feel at least I would say bare minimum, 80% confident that this candidate is going to be the ideal candidate. If you are not at least 80% positive, then you shouldn't be saying, yes, let's invite you to the next step or yes, let's hire you or whatever the next step is. And honestly, there shouldn't be like a whole bunch of hoops for the applicant guys.

(04:30)

So just remember making sure that you are screening them properly and that you are confident enough that everybody who's scheduling an interview is at least all the bare minimum essentials to kind of make that decision for you, right? Like a car, reliable transportation, like all these things are like essential for them to even get to that next step. And then the interview can be screening for more scenario based questions, deciding a little bit about their personality, their connection, how they talk to you, their mannerism, and so much more. So again, feel over 80% confident before offering the job to any candidate. Mistake number three is offering the job during the interview. I see this all the time and it really kinda goes hand in hand to not being able to generate enough traffic to where the interviews that you have are so scars, they're so limited.

(05:29)

And it's so hard to find people for, for these companies to where they have to feel like they have to say yes to everyone who comes to the interview. So remember anybody who's coming to the interview should not know at any point during the interview that you want to offer the job to them, it should be done after the interview and not during the interview. Let's get to save you so much time and headache. And again, it's part of the process, cuz there's a filtration process that they will have some drop off. And those are the ones I would've noted you on the first day. So remember, as long as they're strategic about the process, you will see those healthy drop offs and automatically drop off any of those. No shows in the process. Mistake number four is scheduling another step for the applicant on the call or on the interview, right?

(06:21)

No, whether if it's a zoom interview, in person interview, whether it's a phone interview, if you're scheduling them to come for, let's say another interview, let's say you have a phone interview and you're trying to schedule them to come into an in-person interview or you're on a phone interview and you're trying to schedule them in for a working interview and you're doing it on the phone. That is a huge, No, No! You want to be inviting them to this step. After the interview, not on the interview. It's really important that the candidate is having a way out of every single step in the hiring process. So mistake number five. And I know I totally should have put this as like number one or two, but no, well we'll get edit as number five. Um, so number five is not confirming the interviews in advance.

(07:10)

It's really important if you're trying to reduce the amount of no show that you're having and you really wanna increase that commitment you could do. So by easily could having them confirm their interviews in advance. We do recommend it to be either, you know, some automated fashion. So you're not having to take the time out and doing it. But if you are old school or you just want to just implement it, you could be as simple as a text message. Hey, just wanted to confirm your interview. Please respond back. Yes or no to confirm. And then if they say no or they don't respond, it is automatically canceled. And off your calendar. The ones who don't respond are the ones who say, no, obviously are not interested. And they turn out just by all the data and everything we've seen just, they were never the right fit.

(07:58)

They lost interest and it's gonna happen and again, it's all about numbers. Hiring is a numbers game. Being able to see how many applicants, applicants you can generate, how many that you could filter through, how many is qualified, what are the commonalities that you're seeing between all the ones who are qualified? What are the commonalities between the people who are causing issues and being able to get your interview conversion rates up your job, offer acceptance, rate up, making sure that you keep your turnover rates low and that you're actually motivating your workers and have those systems in processes in place so that your team is motivated to show up and you have those systems in place. So you could hire assistance, customer service, reps, teams, and everybody else to support you and get you out of some of these additional roles that you're doing yourself as a business owner.

(08:54)

Thanks for listening to the hiring OnDemand podcast, where each episode is brought to you from behind the scenes of krystalball.co. We a team of hiring experts, process consultants, marketing strategists, ads, managers, and automation specialists use their skills to help our clients find, hire, motivate, and retain their staff so they can put an end to the constant fires scale and get out of the field once. And for all want to see what happens when we unleash our experts on your brand, head over to hiringondemandsystem.com to apply for a free strategy call with one of our experts.


Krystal Bella

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