Errors that Can

Undermine an
Interview's
Usefulness

Group Members:
Sania Javaid
Damish Ahmad
Ahtasham Ahmad
Humaira Mehmood
Avoiding Common
Interview Errors

Effective employment interviewers understand and avoid common interview

errors that can undermine an interview's usefulness.
By being aware of these pitfalls, interviewers can conduct more objective and
effective interviews that truly assess a candidate's fit for the role.
The Danger of First Impressions
1 Snap Judgments 2 Negative
Interviewers often
make up their minds
about candidates
within the first few
minutes of an
interview, based on
factors like appearance
and résumé data,
rather than the
candidate's actual
performance.
3 Overcoming First
Information Bias
Interviewers are more
influenced by
unfavorable
information about a
candidate than
favorable information,
and their impressions
are more likely to
change from positive to
negative than the other
way around.
Impressions This Photo by Unknown Auth
licensed under CC B
It is extremely difficult
for a candidate to
overcome a negative
first impression, as
interviewers tend to
focus on finding
evidence to confirm
their initial assessment.
 Importance of Job Knowledge

Unclear Job Improved Interviews Avoiding Bias

Requirements
Clarifying the job
Interviewers who don't Studies show that requirements upfront
have a clear interviewers with more helps interviewers avoid
understanding of the job detailed job knowledge making biased decisions
requirements and the are better able to and instead focus on
traits needed for success accurately assess matching candidates to
often make decisions candidates and reach the actual needs of the
based on incorrect consensus on their role.
stereotypes or potential.
impressions.
The Impact of Nonverbal Behavior
Nonverbal Cues
A candidate's nonverbal behavior, such as
eye contact, energy level, and voice
modulation, can have a significant impact
on the interviewer's perception, even when
the verbal content is identical.
Impression Management
Candidates may intentionally use
techniques like ingratiation and self-
promotion to create a favorable
impression, though outright lying or faking
usually backfires.
Personality Inferences
Interviewers often infer a candidate's
personality and fit based on their nonverbal
behavior, with more extraverted candidates
being more prone to self-promotion.
Overcoming Bias
Structuring the interview process can help
mitigate the effects of nonverbal behavior,
but interviewers must still be aware of their
own biases and tendencies.
The Role of Personal Characteristics

1 Attractiveness Bias
Interviewers often ascribe more favorable traits and successful life outcomes
to attractive candidates, even when their performance is equal.

2 Racial Bias
Racial biases can influence interview assessments, with structured interviews
producing less of a difference between minority and white candidates.

3 Disability Bias
Candidates with various disabilities or personal characteristics may face
discrimination, even when they perform well in structured interviews.
Addressing Disability in Interviews
Disabled Applicants' Perspective
Disabled applicants prefer interviewers to
directly address their concerns and reach a
knowledgeable conclusion, rather than
avoiding the topic altogether.
Mitigating Bias
Studies show that facial stigmas can
distract interviewers and lead to lower
ratings, highlighting the need for
interviewers to be aware of their own
biases.
Suggested Interview Questions
Helpful questions include discussing any
needed support, addressing past barriers,
and understanding scheduling or
transportation needs.
Fostering Inclusion
By addressing disability openly and
objectively, interviewers can create a more
inclusive process that focuses on the
candidate's qualifications.
Interviewer Behaviors to Avoid

Telegraphing Answers
Interviewers should avoid subtly cueing candidates to the desired responses,
as this can skew the interview process.

Dominating the Interview

Interviewers who talk excessively or let the candidate dominate the
conversation may fail to gather all the necessary information.

Unprofessional Tactics
Interviewers should refrain from playing "gotcha" games, acting as amateur
psychologists, or asking improper questions that could lead to discrimination.
Leveraging Social Media
Researching the
Employer
Candidates can use social
media platforms like LinkedIn
to gain valuable insights into
the company, its strategies,
and the types of employees it
values, helping them prepare
for the interview.
Staying Informed
Following the employer's
official social media accounts
and blogs can provide
candidates with up-to-date
information about the
company's priorities and
changes, demonstrating their
research and engagement.
Gaining Insider
Perspectives
Exploring the personal social
media accounts of company
executives can offer
additional insights into the
organization's culture and
priorities, further enhancing
the candidate's preparation.
Conclusion •By recognizing and addressing these common
errors,organizations can improve the effectiveness
and reliability of their interview processes,
leading to better hiring decisions and a more
positive candidate experience.
•Investing in interviewer training, standardizing
evaluation criteria, and implementing continuous
improvement measures can help organizations
overcome these challenges and maximize the
value of the interview as a key component of their
talent acquisition strategy.