Research by Reed has found nearly half of UK managers (46 per cent) say that they regret being too hasty when hiring, with three-fifths wishing they had asked different interview questions before making their decision to take on a new employee, unveiling how ‘post hiring blues’ is disrupting businesses.
The research has also revealed the top interview blunders managers make during the hiring process include over one in four (27 per cent) calling potential candidates by the wrong name, even more (29 per cent) having the wrong candidate’s CV in front of them during the interview, and over one third (37 per cent) not being able to answer candidate questions.
Ian Nicholas, Global Managing Director at Reed, commented: “In this sensitive economic climate, businesses need to make sure the hires they are making are smart investments. Being prepared and confident when conducting interviews, therefore, is so vital. And while I would advise managers to not make hasty, rushed decisions, there remains a fine line to balance here, as if you take too long without keeping candidates in the loop during the hiring process, you may see potential talent going elsewhere.
“Managers do feel under pressure to make a good impression, as they want to ensure that potential future staff have a positive experience during the interview process. But a lot of the time, interviewers ‘wing’ the interview – a key part of the hiring process – which can not only leave applicants with a bad impression, but also can cause detriment to the business in the long run.
“My advice to managers would be to prepare properly – know who you are interviewing and the right questions to ask them.”
With the research revealing an ‘interview wild west’ and lack of guidance on which questions to ask, Reed has launched a new The free tool uses a unique algorithm based on custom criteria to identify interview questions for any role, in any sector, to meet the individual skill requirements for a business.
“Nearly half of managers (47 per cent) worry about asking candidates the right questions, with a shocking two-thirds (66 per cent) of managers making up the questions themselves,” continues Ian.
“While personal experience and knowledge of the role you are hiring for are big indicators as to what sort of questions you should ask, there are still a plethora of other factors that need to be considered when trying to get to know your potential new hire.
“Questions need to reveal how and if the candidate can support current business demands, how the person would work alongside the rest of the team, and how their professional qualifications work alongside their soft skills and previous experience – to name a few.
“Our new AI tool puts together the ideal questions managers can ask to ensure that the final hiring decision is the right investment for employers and their current employees,” concludes Ian.
