the top five things companies get wrong in interviews


Job interviews are a critical and unavoidable part of the hiring process, allowing companies to evaluate candidates and make informed hiring decisions. However, many organizations often overlook certain aspects or make common mistakes during interviews, which can have a detrimental impact on the hiring outcomes.

1.Focusing Solely on Technical Skills

While technical skills are undoubtedly essential for certain roles, solely focusing on them during interviews can be a major mistake. Companies often neglect to assess candidates’ soft skills, such as communication, problem-solving, and teamwork abilities, which are crucial for success in any position. Balancing the evaluation of both technical and soft skills is vital to ensure candidates possess the well-rounded capabilities necessary to thrive in the role and contribute to the company culture.

2. Lack of Structured Interview Process

A common mistake organisations make is conducting interviews without a well-defined and structured process. This haphazard approach can lead to inconsistent evaluation methods and biased decision-making. Establishing a structured interview process with standardized questions and evaluation criteria allows for fair and objective assessments across all candidates. It ensures that each candidate is evaluated consistently, making the comparison and selection process more reliable.

3. Overlooking Cultural Fit

Cultural fit is often underestimated or entirely disregarded during the interview process. Companies may focus solely on a candidate’s qualifications without considering how well they align with the organization’s values, mission, and team dynamics. Neglecting cultural fit can result in a poor match between the candidate and the company’s work environment, leading to reduced employee engagement, increased turnover, and potential conflicts. Evaluating cultural fit through behavioural questions and discussions can help identify candidates who align with the company’s culture and values.

4. Insufficient Candidate Engagement

Companies frequently fail to prioritise candidate engagement during the interview process. Neglecting this aspect can leave candidates feeling undervalued or disinterested in pursuing the opportunity further. Offering a positive candidate experience, which includes clear communication, timely feedback, and an opportunity to ask questions, is crucial. Engaging candidates throughout the process not only enhances their perception of the company but also increases the likelihood of attracting top talent and fostering a positive employer brand.

5. Failure to Assess Future Potential

Companies often focus on a candidate’s immediate qualifications without considering their potential for growth and development. While hiring for current needs is important, it is equally vital to assess a candidate’s potential to adapt, learn, and take on new challenges. Identifying candidates with a growth mindset and a willingness to continuously develop their skills can lead to long-term success and retention within the organization. Incorporating questions that gauge a candidate’s learning agility and future aspirations can provide insights into their potential.

The Resolution

Avoiding common mistakes during the interview process is crucial for companies to make informed hiring decisions and secure the right talent. By shifting the focus from technical skills to a holistic evaluation, establishing a structured interview process, considering cultural fit, prioritising candidate engagement, and assessing future potential, organisations can significantly improve their interview outcomes. Embracing these strategies will not only lead to better hiring decisions but also contribute to building a talented and motivated workforce that drives the company’s success.


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