What are the common mistakes that may be committed by a recruitment officer during the interview?

there are more mistakes committed by a recruitment officer during the interview among them following are more common: 1.
less confident power 2.
no organizational skill 3.
low experienced 4.
low conversation power 5.
out of consideration

1 - corresponding random 2 - Do not focus on the requirements of the job 3 - downplay Candidate 5 - Attention shadow only 6 - bias because of affiliation or religion or nationality

Dear Ms.
Amira There are many common mistakes in the stages of the selection process 1st stage telephone screening: A.Not using a telephone screening script B.Doing the telephone screening by untrained person C.Missing of a telephone screening score sheet 2nd stage interviewing: A.Treating interviewee in a bad way we have to put in mind that they are humans B.Missing of an evaluation sheet C.Not going in a certain process in the interview D.Not ending the interview by this exact words ( I m honored to meet you and you are a good candidate however we still have interviews till then next week so we will select the best candidates so forgive us if we did not select you) E.Not sending an apology letter to the candidates who are not accepted

1- Show he is not interested .

2- Show Challenging .

3- Act like he is the upper hand .

4- Give the Interviewee the Reins of the Interview appointment .

5- he is not aware with the job needs .

6- Act so friendly or so formal .

7- Ask questions not logic or not related to the job or Company policy .

Overconfident in themselves Judging the interviewee in his/her first impression Mostly concerned with ideal candidate instead of knowing will he/she stay for long time with Org Considering employed personals rather then fresh graduates

Lack of standrise of technical and competeny questions.

Being on my experience as a candidate, as an observer and as a recruiter are;

1.      Initialing the interview without greeting/salutation/ giving them comfort zone to speak.

2.      Some recruiter are too direct on telephone and ask them to appear for an initial session without guiding them proper address (though sending an email or Google map snap shot is good practice)

3.      Never delay the interview session for more than10-15 minutes, doing such could manipulate candidate’s energy and negative image about firm.

4.      Having little details about the position and yes HR must groom them in gaining technical knowledge which enhance recruiter image and for future reference.

5.      Don’t conclude the session spontaneously, always ask candidate to have any query regarding session, job or organization and do address it professionally.

There are other tips too but the above one are few common.

PS: If you think you or concern technical heads are busy then do ask about tea/coffee to your candidates, after all, it’s your image also.