What annoys job seekers at a job interview

The interview is a competition not only among job seekers but also among employers. Read in this article how to make a good impression and not scare away the right candidate.

Recently there was an article with recommendations for job seekers on how to get a job interview.

It was not the first article with good advice, and it was not the first of its kind. But it caused a flurry of comments. People shared their bitter experiences with recruiters who were, in their opinion, unprofessional.

We highlighted the most constructive of the comments and made a selection of moments that spoil the image of the employer when looking for staff.

After all, with the shortage of qualified and experienced professionals in the labor market during the interview, not only the company chooses the future employee, but also the employee chooses the company.

Errors in the text of the job

A job seeker’s first contact with an employer is, in most cases, when he or she is introduced to the position. A good text is an initial filter you should go through.

Of course, it must be written without errors. If you doubt your language skills – use online services to check the spelling or consult a specialist, the same problem is with those who send a response to the job, there to help is academic CV writing.

Common phrases in the company description

Before a job interview, you usually want to have some initial information about the job seeker. In the same way, he wants to know more about the company than the name and general phrases that are found in many job openings.

Like, “We’re a committed team of promising young people who love what they do.” It’s better to write a little bit about the specifics of the business and what sets your organization apart from others.

Age barrier

Many job seekers from the category “those over …” lose motivation in their job search when they see age restrictions in the job requirements. Yes, sometimes you really can’t do without them for objective reasons.

But it is worth considering whether this applies to your job. Among the people of advanced age, there are many positive, open, capable of learning new professionals, who also have work experience and simply life experience.

Maybe you’re narrowing down your search field in vain?

Excessive requirements even for workers

Most people in blue-collar jobs want to see clear requirements, such as education and experience. Phrases like “we need an ambitious, stress-resistant candidate” may make such a person skeptical about working for you.

Therefore, when drafting a vacancy, do not put template requirements in it. Consult the requirements with the supervisor for whom you are looking for an employee.

Recruiter not prepared for the interview

Not only the job seeker but also the recruiter needs to prepare for the interview.

Carefully study the candidate’s resume, and remember his name. Come to the interview on time. At the meeting where you will discuss the professional skills and experience of the person, invite the candidate’s future supervisor.

After all, the recruiter can hardly know the nuances of all employees of the company. And he doesn’t need to know that.

Template tests during the interview

Once various job interview tests came into vogue and became very popular. Recruiters here and there used them to determine the psychological traits, IQ levels, and abilities of candidates. And this was not always appropriate.

And then the applicants learned how to take the tests “just right,” which greatly reduced the informative value of the results.

So before handing a candidate a sheet of half a hundred template questions, think about whether the answers will give you a better idea of the person than a live chat?

Template questions from recruiters

Probably everyone who has had at least a couple of interviews will name them to you:

  • Where/whom do you see yourself in five years?
  • Why do you want to work in our company?
  • What are your strengths and weaknesses?
  • Why did you leave your previous job?

And in the same way, everyone can tell you how to answer. Template questions give rise to template answers.

If you want to ask the candidate any of the above, then explain the purpose of the questions you are asking. Or rephrase them.

Don’t limit yourself to this list, because it makes applicants think that you just took them from a book and that you don’t have your questions. You don’t have any questions of your own.

To avoid the false impression that you have no experience working with people, take a genuine interest in the person who selected you for the interview and spent their time on it.

Lack of extended feedback

There are cases when, upon hearing the rejection, the candidate is not ready to listen to anything else.

But this is not always the case. Many of the candidates want to know the real reason for the rejection, which will be well explained. This will help the person to understand their areas of development and work on themselves if necessary.

So, when negotiating with a candidate, remember that you are the face of the company and the main ambassador of its HR brand. Prepare for interviews and don’t lose valuable candidates to mistakes that could have been easily avoided.