When discussing interviews, much attention is given to how candidates can make a good impression. However, the interviewer's behaviour can often make or break the experience for both parties. We recently ran a LinkedIn poll to explore what interviewees consider the biggest red flags during interviews. Here’s what we found:
• Interviewer using their phone: 44%
• Interviewer keeps interrupting: 29%
• Interviewer is late: 18%
• Interview held in public: 9%
These results reveal the importance of respect, focus, and professionalism during the hiring process. But the issues highlighted in our poll are just the tip of the iceberg. Let’s dive deeper into what makes a bad interviewer—and how it can be avoided.
Top of the list in our poll was the interviewer being distracted by their phone. This behaviour sends a message that the candidate's time and efforts are undervalued. Similarly, arriving late shows poor organisation and can set a negative tone.
Solution: Treat interviews as a priority, just as you expect candidates to. Arrive prepared and eliminate distractions.
Interrupting candidates, as highlighted by 29% of poll respondents, demonstrates a lack of active listening. It not only frustrates the interviewee but can also lead to missed insights about their qualifications.
Solution: Practice active listening. Ask clear, concise questions, and allow candidates to respond fully before interjecting.
While less common, holding an interview in a public space can make the process uncomfortable and unprofessional. A noisy or distracting environment may inhibit candidates from performing their best.
Solution: Ensure interviews are conducted in private, quiet settings conducive to open dialogue.
An interviewer who hasn’t reviewed the candidate’s CV or is unfamiliar with the role reflects poorly on the organisation. Candidates may feel undervalued and question the company's overall culture.
Solution: Take time to understand the candidate's background and the job requirements. This not only makes for a smoother interview but also builds credibility.
Overly critical or hostile questioning can intimidate candidates and hinder their ability to showcase their skills. While challenging questions are important, they should always remain respectful.
Solution: Create a balance between probing questions and a supportive atmosphere to encourage open and honest discussion.
The behaviour of the interviewer doesn’t just affect the candidate—it impacts the organisation too. A bad interview experience can tarnish your employer brand and discourage top talent from joining your team. On the flip side, a well-conducted interview builds trust, respect, and excitement about the role.
