Interview Tactics to Attract the Right Employees (and Not Scare Them!)

When it comes to job interviews, it’s not just candidates that need to make a good impression as employers must make sure their interview behavior attracts the right employees and doesn’t scare away those who could make a great fit to their team.

“Overselling. Oversharing. Avoiding Eye contact. Watching the clock. Using loaded phrases such as “We have a fast-paced culture”, which should have been axed years ago,” wrote Dana Wilkie for SHRM in May 2023. “Managers who behave in these ways while interviewing job applicants run the risk of causing potentially valuable employees to run for the hills.”

Exhibiting one or more “red flags” in interviews with job candidates and hiring managers may end up playing the role of the downtrodden fisherman … and having to explain “how the big one got away.”

Unemployment Near 53-Year Low, 10.1 Million Job Openings

The Wall Street Journal reported in June that hiring surged this spring in the U.S., the latest signs that the economy maintains momentum despite rising interest rates.

The unemployment rate in May ticked up to 3. 7 percent but was still historically low.

“The increase in the unemployment rate from a 53-year low of 3.4 percent in April, which was reported by the Labor Department on Friday, was the largest since April 2020,” reported Reuters. “Despite massive layoffs in the technology sector after companies over-hired during the pandemic and the drag from higher borrowing costs on housing and manufacturing, the services sector, including the leisure and hospitality category, is still catching up after businesses struggled to find workers over the last two years. Industries like healthcare and education also experienced accelerated retirements.”

While U.S. employers added a seasonally adjusted 339,000 jobs in May, there were still 10.1 million job openings at the end of April, or 1.8 vacancies for every unemployed worker.

“Despite recent headline-grabbing layoffs, the number of open jobs in the U.S. still outnumbers the candidates available to fill them. Many job seekers can afford to be choosy, making them more likely to look further if they are turned off during a job interview,” wrote Wilkie.

Interview Red Flags That Could Scare Away Top Talent

During job interviews, hiring managers should be cautious to avoid certain behaviors and practices that can create red flags and potentially scare away job candidates.

Here are some common red flags to be mindful of:

• Lack of Preparation: Employers certainly wouldn’t hire an employee who was not prepared for an interview so they should expect job candidates to be turned off when the employer appears not to be prepared. Red flag examples include:

o   Not being familiar with the candidate’s resume or application materials.

o   Showing disinterest or distracted behavior during the interview.

o   Asking questions that are already answered in the candidate’s application.

• Poor Communication and Listening Skills: How a hiring manager acts during an interview is a job candidate’s first impression of your company’s culture and how management treats (and respects!) their employees. Avoid these red flags:

o   Interrupting or talking over the candidate while they are speaking.

o   Displaying a dismissive or condescending attitude towards the candidate’s responses.

• Unprofessional Behavior: These red flags are simply deal breakers for most would-be employees:

o   Arriving late or unprepared for the interview.

o   Using inappropriate language or making offensive remarks.

o   Engaging in distracting or disrespectful behavior, such as checking phone or email during the interview.

• Lack of Transparency: An interview should be a two-way conversation and job candidates need to find out detailed information about the position. Avoid these red flags:

o   Failing to clearly communicate the job responsibilities, expectations, or company culture.

o   Avoiding direct answers to the candidate’s questions or providing vague information.

o   Being evasive about the company’s policies, work-life balance, or growth opportunities.

• Negative or Hostile Attitude: This could basically be lumped under unprofessional behavior, but some job candidates have been in interviews where the employer displays a negative attitude which is the opposite of a positive impression. Avoid:

o   Displaying a confrontational or argumentative demeanor.

o   Making derogatory comments about past employees or colleagues.

o   Expressing cynicism or a negative outlook about the company or industry.

• Oversharing Personal Information: Circling back to acting professionally and being prepared, some interviewers, if unprepared, can fall into the trap of oversharing personal information to the job candidate that is not pertinent to the hiring process. Do not:

o   Discuss personal issues or problems unrelated to the job.

o   Share inappropriate or sensitive details about one’s personal life.

• Inconsistent or Unrealistic Expectations: Speaking of the “fish that got away” … no job candidate enjoys the “bait and switch”. So, avoid setting unrealistic expectations in the interview regarding qualifications or contradictory information about the job requirements.
• Lack of Engagement or Enthusiasm: Maybe a hiring manager was up all night with a family problem or simply failed to get enough coffee that morning, but an unenthusiastic interviewer is not likely to attract a valued job candidate.
• Discriminatory or Biased Behavior: This is a red flag in many ways as asking illegal or discriminatory questions, such as those related to age, race, religion, gender, or marital status can land your company in legal hot water. Hiring managers should avoid demonstrating biased behavior and making assumptions or generalizations based on stereotypes.
• Poor Follow-up and Communication: A surprising number of job candidates accept an offer from another employer after a company fails to follow up with them following an interview.

SHRM: Prioritize Job Interviews and Train Hiring Managers

SHRM recommends that job interviews should be prioritized and that hiring managers should be properly trained so that they ask thought-provoking questions and avoid any of those red flags above.

“Some hiring managers may not understand what is appropriate or not these days,” CompTIA’s senior vice president for tech talent programs Hannah Johnson tells SHRM. “They may need to adjust their interview style to virtual versus in-person. Or they may be new to interviewing Gen Z candidates.”

How important is this subject? Three of the top six reasons why candidates forgo job opportunities relate to the hiring process, according to Job Seeker Trends, a study commissioned by IT trade association CompTIA:

Why job candidates chose to not pursue job openings:

• Work location/commute – 52 percent.
• Lack of pay/benefits transparency during the hiring process – 48 percent.
• Red flags with hiring manager/team – 46 percent.
• Confusing or inadequate job position description – 36 percent.
• Employer not committed to supporting career growth – 31 percent.
• Employer’s reputation/cultural fit doesn’t align with values – 33 percent.

Interview Tactics to Score the Right Hires

Exploring the “red flags” that hiring managers should avoid is about “what not to do” but what are the best practices to make sure your interviews are scoring the right hires for your company?

Here are 6 tactics employers can practice during interviews:

1. Prepare Thoroughly:

1. Review the candidate’s resume and application materials beforehand.
2. Familiarize yourself with the job description and required qualifications.
3. Develop a list of interview questions tailored to assess the candidate’s skills, experience, and cultural fit.

2. Create a Welcoming Atmosphere:

1. Prepare the interview setting, ensuring a comfortable and professional environment.
2. Begin the interview with a warm greeting and introduction.
3. Establish rapport by engaging in small talk (but no oversharing!) to help candidates feel at ease. Consider an icebreaker or warm-up question to help candidates relax and be forthcoming.
4. Demonstrate active listening by maintaining eye contact and showing genuine interest in their responses.
5. Be mindful of body language, conveying openness and attentiveness.

3. Clearly Communicate the Job and Company:

1. Provide a concise overview of the company, its mission, values, and culture.
2. Clearly articulate the job responsibilities, expectations, and growth opportunities.
3. Highlight the company’s unique selling points and employee benefits.
4. Address any questions the candidate may have about the role or the organization.

4. Assess Cultural Fit:

1. Ask questions that gauge how well candidates align with the company’s values and work culture. 
2. Assess their teamwork and collaboration skills by inquiring about past experiences working in teams.
3. Describe the company’s work environment and ask candidates how they would contribute to it.
4. Provide the candidates time to ask questions about the role, company, or team dynamics.

5. Provide Clarity on the Selection Process:

1. Explain the next steps in the hiring process and the expected timeline.
2. Inform candidates about any assessments, background checks, or additional interviews they may undergo.
3. Offer an opportunity for candidates to ask questions regarding the selection process.

6. Leave a Positive Lasting Impression:

1. Summarize the key points discussed during the interview, emphasizing the candidate’s strengths.
2. Express appreciation for their time and interest in the position.
3. Provide contact information for follow-up inquiries or any additional steps in the process.
4. Thank candidates for their participation and convey your enthusiasm to move forward.

“No matter how attractive a position is, the quality of the interview process can be make-or-break for job applicants,” concludes Wilkie.