1. Relying too much on first impressions
A good conversation does not give you the whole picture. Agree in advance what information you need and assess candidates against the same criteria. Use an assessment to inform focused questions alongside the interview.
2. An unclear role profile
What does the job require? Describe the tasks, working environment and expected results. Distinguish between what someone needs on day one and what they can learn. This helps interviewers work towards a shared view of the role.
3. Unstructured interviews
Prepare the same core questions for each candidate. Ask about specific situations: what was the task, what did the candidate do and what happened? Record the evidence before discussing your judgement with colleagues.
4. Unclear communication with candidates
Explain the stages, why you use an assessment and when candidates can expect a response. Agree who will follow up and how participants will receive their results.
5. Never reviewing your decisions
After a new colleague joins, review whether the role and expectations were accurate. Ask both the employee and manager about the start. Use that information to improve role profiles, interviews and support.
Using an assessment carefully
Choose an instrument that suits the question and make sure its administrator can interpret the report. A test is one source of information; interviews, relevant experience and work samples remain part of the decision.
Would you like to see an instrument or sample report? Request a demo.
