7 Mistakes Interviewers Make

First impressions work both ways. An employer’s impression on a candidate during an interview can be just as critical as the candidate's impression on the employer. Candidates often decide during the interview whether they see themselves fitting into the company’s culture. For this reason, HR professionals and hiring managers must master effective interview practices to create a positive candidate experience and avoid mistakes that may push top talent away.

In this blog, we’ll explore the seven most common mistakes interviewers make and how to avoid them.

7 Mistakes Interviewers Make That Push Candidates Away

1. Interviewer Slip-Ups

• Speaking negatively about a former employee.
• Revealing high turnover rates, such as mentioning that the last five hires for the role quit within months.

2. Lack of Professionalism

• Using a phone during the interview: This behavior communicates a lack of respect for the candidate’s time. If you need to take an urgent call, apologize and politely ask for a brief moment.
• Being late to the interview: Punctuality matters. Candidates may view tardiness as a sign of disorganization or a lack of respect for their time.

Pro HR Tip: Treat the interview process as a two-way street. Candidates are evaluating your company just as much as you're evaluating them. 

• Race, religion, or national origin.
• Age, disability, or pregnancy status.
• Genetic information.

Stick to questions that assess the candidate's ability to perform the essential functions of the job. 

4. Job Description Surprises

• A marketing position revealed to be sales-focused.
• A travel nursing role with minimal travel.
• A compensation strategist role that’s really a recruiter position.

Misleading job descriptions can make candidates feel deceived and erode trust in the organization.

Pro HR Tip: Be transparent about the role’s responsibilities in the job posting and during the interview process.

For more insight, check out our blog on how to write job descriptions to attract top talent. 

5. Inflexibility

Rigid interview processes or inflexible company policies can deter candidates, particularly those seeking a work-life balance. Inflexibility may indicate a lack of adaptability within the organization, which could signal a stagnant workplace culture.

Pro HR Tip: While some roles require stricter parameters, aim to accommodate candidates by offering flexible interview scheduling or highlighting areas where the company supports employee work-life balance.

6. Unrealistic Expectations & Excessive Work Demands

Candidates prioritize work-life balance—72% of workers view it as a dealbreaker when considering a new job (Gitnux). Presenting excessive work demands or unrealistic expectations during interviews signals that the company may undervalue employee well-being.

Pro HR Tip: Emphasize how the organization supports employee wellness and sustainable workloads.

7. Disorganized Hiring Process

A disorganized hiring process leaves candidates questioning the company’s operations and culture. For example:

• Miscommunications among the hiring team.
• Accidental email chains that reveal private notes about candidates.

• Post job openings.
• Track applicants efficiently.
• Share feedback securely with your hiring team.

Additional Resources

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