Interviewing Mistakes Can be Costly
According to SHRM, the average cost per hire for employers is more than $4,400 and the average time to hire a new employee is 36 days—underscoring that interviewing is an expensive activity.
And if, through poor interviewing, you hire the wrong person? That can be even more expensive. ERE Media estimates that turnover can cost an organization anywhere from 30 to 50 percent of the annual salary to replace an entry-level employee and as much as 400 percent of the salary of a high-level or highly specialized employee.
Interviewer preparation is critical for a behavioral interview. The interviewer must understand how to seek specific, job-relevant examples of the candidate’s past behavior in situations similar to those in the job being filled. Once this data is collected, the interviewer also needs to understand what to do with it to make the best hiring decision.
Don’t Let Your Interviewing System Be Part of the Statistics
· Nearly two-thirds of interviewers worry about missing information about candidate weaknesses
· 60% of job seekers have a poor candidate experience
· 47% of interviewers spend less than 30 minutes reviewing a candidate’s interview results before making a decision
It’s no wonder almost half of new recruits fail within the first 18 months on the job.
14 Common Behavioral Interviewing Mistakes And Tips To Overcome Them
One of the most important things an interviewer can do to prepare for an interview is become aware of the common mistakes made by interviewers. That’s where this guide can help.
Read our guide to better interviewing, for interviewers and their organizations. This guide will help you:
· Audit your interviewing process.
· Understand the part that “fit” plays in interviewing.
· Mitigate bias in the interviewing process.
· Appreciate why the candidate experience is so important.
Learn why an interviewing system can help you
avoid common mistakes.
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