{"id":10914,"date":"2023-11-27T14:51:53","date_gmt":"2023-11-27T18:51:53","guid":{"rendered":"https:\/\/engages.ca\/articles\/nobodys-perfect-and-neither-are-managers-when-interviewing\/"},"modified":"2023-11-27T14:51:53","modified_gmt":"2023-11-27T18:51:53","slug":"nobodys-perfect-and-neither-are-managers-when-interviewing","status":"publish","type":"post","link":"https:\/\/engages.ca\/en\/articles\/nobodys-perfect-and-neither-are-managers-when-interviewing\/","title":{"rendered":"Nobody&#8217;s perfect&#8230; and neither are managers when interviewing!"},"content":{"rendered":"<h2>\u201cPractice makes perfect\u201d&#8230; but you have to do it the right way!<\/h2>\n<p>It&#8217;s the same with interviewing: although you may have conducted a large number of interviews over the course of your career, you may not have done it the right way. Worse still, you may have reinforced bad habits. <\/p>\n<p>Let&#8217;s take a look at <strong>5 types of interviewers who have some naughty habits<\/strong> in their interviewing practices&#8230; Maybe you&#8217;ll recognize yourself in them, and can then pay attention to those little flaws that need correcting!<\/p>\n<h3>1. The \u201cchatterbox\u201d type<\/h3>\n<ul>\n<li><strong>Flaws:<\/strong>\n<ul>\n<li>Talks too much, perhaps thinking they&#8217;re being friendly<\/li>\n<li>Doesn&#8217;t give candidates a chance to talk during the interview, which rarely leaves a good impression<\/li>\n<\/ul>\n<\/li>\n<li><strong>The way forward:<\/strong>\n<ul>\n<li>Give candidates a chance to talk about their experiences and demonstrate their skills.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<h3>2. The interrogator type<\/h3>\n<ul>\n<li><strong>Flaws:<\/strong>\n<ul>\n<li>Asks difficult questions<\/li>\n<li>Tries to trap candidates with trick questions<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<ul>\n<li><strong>But why?<\/strong>\n<ul>\n<li>Because this type of interviewer believes that candidates should be able to handle pressure<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<ul>\n<li><strong>The facts:<\/strong>\n<ul>\n<li>It has been shown that putting pressure on candidates does not help to assess their performance under stress.<\/li>\n<li>Such behavior risks leaving a very poor image of the interviewer&#8217;s management style and of the organization.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<ul>\n<li><strong>La voie \u00e0 suivre :<\/strong>\n<ul>\n<li>Change your mindset: try to put candidates at ease rather than in a stressful situation.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<h3>3. The poker face type<\/h3>\n<ul>\n<li><strong>Flaws:<\/strong>\n<ul>\n<li>Tries not to show what he&#8217;s thinking or feeling, and gives candidates no indication of how well or poorly each interview is going<\/li>\n<li>Doesn&#8217;t smile<\/li>\n<li>Expresses themselves with little or no body language<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<ul>\n<li><strong>But why?<\/strong>\n<ul>\n<li>Because some managers mistakenly believe that showing their interest in candidates will take away their negotiating power when it comes to making them an offer <\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<ul>\n<li><strong>The way forward:<\/strong>\n<ul>\n<li>Be natural<\/li>\n<li>Pursue the objective of making candidates feel comfortable and open to answering questions in order to obtain more information.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<h3>4. The disorganized or half-present type<\/h3>\n<ul>\n<li><strong>Flaws:<\/strong>\n<ul>\n<li>Always late<\/li>\n<li>Unprepared for interviews, not taking the time to look at resumes<\/li>\n<li>Regularly distracted during interviews<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<ul>\n<li><strong>The facts:<\/strong>\n<ul>\n<li>Candidates feel that the manager lacks interest in their file.<\/li>\n<li>They become more stressed, looking for ways to get the manager&#8217;s attention.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<ul>\n<li><strong>The way forward:<\/strong>\n<ul>\n<li>Be fully prepared to conduct interviews (including turning off your phone!)<\/li>\n<li>Arrive on time and prepared for the meeting, with relevant documents ready (e.g. resume, interview guide)<\/li>\n<li>Be a good listener<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<h3>5. The silent type<\/h3>\n<ul>\n<li><strong>Flaws:<\/strong>\n<ul>\n<li>Lets the hiring specialist or HR team do all the work and ask the interview questions<\/li>\n<li>Speaks little or not at all during the interview<\/li>\n<li>Does not take notes during the interview<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<ul>\n<li><strong>The facts:<\/strong>\n<ul>\n<li>Ultimately, the hiring decision rests with managers.<\/li>\n<li>Their involvement in the hiring process is therefore highly relevant.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<ul>\n<li><strong>The way forward:<\/strong>\n<ul>\n<li>Use a structured interview guide and well-prepared questions<\/li>\n<li>Participate in the interview &#8211; don&#8217;t just show up!<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<h4><\/h4>\n<h4>Did you recognize yourself in any of these interviewer types?<\/h4>\n<p>If so, try to apply the recommendations provided to <strong>move from \u201csomeone who&#8217;s used to conducting interviews\u201d to \u201csomeone who&#8217;s used to conducting good interviews\u201d<\/strong>&#8230; Because, whether or not you retain them for the next stage of recruitment, the person you interview deserves to have a good candidate experience. <strong>Your work ethic, your reputation&#8230; and the likelihood that you&#8217;ll continue to receive applications in the future are at stake!<\/strong><\/p>\n","protected":false},"excerpt":{"rendered":"<p>\u201cPractice makes perfect\u201d&#8230; but you have to do it the right way! It&#8217;s the same with interviewing: although you may have conducted a large number of interviews over the course of your career, you may not have done it the right way. Worse still, you may have reinforced bad habits. Let&#8217;s take a look at [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":7039,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"categories":[1,408],"tags":[],"class_list":["post-10914","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-articles","category-employer"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.2 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Nobody&#039;s perfect... and neither are managers when interviewing! - Engag\u00e9s<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/engages.ca\/en\/articles\/nobodys-perfect-and-neither-are-managers-when-interviewing\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Nobody&#039;s perfect... and neither are managers when interviewing! - Engag\u00e9s\" \/>\n<meta property=\"og:description\" content=\"\u201cPractice makes perfect\u201d&#8230; but you have to do it the right way! 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