A view from the Other Side of the Table
For the past 35 years, I’ve occupied both sides of the interview table, grilling candidates and sweating through interviews myself in settings ranging from scrappy startups to Fortune 100 giants. After several hundreds of interviews, I’ve seen firsthand what can break the hiring process. This list of the “7 Deadly Sins of Interviewing” isn’t just theory; it’s a collection of personal observations from decades in the trenches.
1. Being Egotistical
This one’s a classic. If the goal during the interview is to prove how awesome you are compared to the poor soul across from you, stop. Just stop. The interview isn’t about you flexing your career muscles. It’s about finding someone who fits the role. Check your ego at the door.
2. The “One Strike and You’re Out” Mentality
So they stumbled once. Maybe they forgot the name of that obscure software you asked about, or their nerves got the better of them. If your mindset is “one mistake and this person is toast,” you’re missing out on some truly great hires. People are more than their first impression; give them a break, and maybe a second chance.
I remember a time when a coworker and I were conducting an interview at a college career fair. It was a late afternoon on a long day, and we were on at least our 6th or 7th interview of the day. The interview ended, and my coworker turned to me and said, “Well, he’s not getting in”. I asked why? He said, “He yawned. I thought, ‘ Am I boring you?” Now look, his day was as long as ours, and yawning is a largely autonomous action. I’m not going to rule out some poor kid because he accidentally yawned.
3. Being Inconsistent
If you’re asking different questions of each candidate, you’re committing a cardinal sin. Consistency isn’t just fair, it’s how you actually compare apples to apples. Set a structure and stick to it.
From a legal standpoint, it is easier to show that you have a fair and equitable process when everyone has the same process.
4. Turning the Interview into a Trivia Contest
Pop quiz: What’s the third parameter in some obscure API? If your interviews feel more like Jeopardy, you’re doing it wrong. Technical skills matter, but you’re not here to crown the office trivia champion. Focus on real-world scenarios and problem-solving, not random facts.
One of the ways I like to dig into technical skills is to ask the candidate to tell me about a project they have on their resume. Then ask probing questions about that project. This gives me insight into how technically they can discuss a project they have actually been on.
5. Ignoring Soft Skills
You can have the most intelligent person on the list, but if they can’t communicate, collaborate, or adapt, your team is going to suffer. Don’t get so hung up on tech skills that you forget to evaluate things like teamwork, attitude, and enthusiasm. These are what make or break a team.
6. Unconscious Bias
This one stings, but it’s real. We all have preferences and biases, whether we know it or not. If you catch yourself favoring someone because they remind you of yourself, or dismissing someone for reasons you can’t quite put a finger on, stop and ask yourself why.
7. Talking More Than Listening
Here’s a bonus sin, which I see all the time. If you’re doing most of the talking, you’re missing out on what the candidate can offer. The interview is their chance to shine, not yours. Ask open questions, then zip it and listen.
8. Failing to Follow Up
Last but not least: ghosting. If you don’t follow up with candidates, especially after promising you would, it leaves a bad taste. Even a short message makes a difference. Respect people’s time and effort.
So there you have it, my take on the 7 (8) deadly sins of interviewing. If you avoid these, you’ll not only make better hires, you’ll also be the interviewer everyone wants to meet.
