An inexperienced manager will rely far too much on gut instinct to carry out an informal interview as part of a key selection process. That’s why many managers are investing in their personal development and enrolling in management training courses to become better recruiters and selectors of staff.

The following are some typical examples that you, as an inexperienced recruiter, may fall into when interviewing:

• You have failed to prepare a consistent strategy for the interview, with a qualitative or quantitative scoring system.

• You have selected a candidate or change interview technique because you like them personally.

• Other candidates you have previously interviewed have influenced the decisions and conclusions you make in your current interview.

• Early on you lose your analytical and objectivity skills by jumping to a conclusion about the interviewee.

• You place too much emphasis on the interviewee application form, and allow it to colour your judgement during the interview itself.

• You consciously or subconsciously seek candidates who possess traits, qualities and characteristics, background or education which are similar to your own.

• You have a very strong pre-conceived idea of who or what you are looking for and don’t pay attention to exploring other possibilities that may be in front of you.

• You ask leading questions which are designed to confirm your initial impression of the candidate.

• You allow the candidates weaknesses to disproportionately outweigh their strengths by placing too much emphasis on them.