You’ve written the job description, posted the opportunity, and attracted strong applicants. Now comes the interview—a moment that should confirm a candidate’s fit, not derail the process.
And yet, this is where many hiring efforts go off track.
In a recent conversation with Angela Nguyen, Debbie discussed one of the biggest mistakes hiring managers make: they’re not prepared. (For more on attracting the right talent, see our post on creating strong job descriptions). That lack of preparation can lead to missed opportunities, wasted time, or even legal concerns.
Let’s take a closer look at three common interview pitfalls—and how to avoid them.
1. Unstructured Interviews
Some hiring managers lean toward a relaxed, conversational interview style. And while a friendly tone can help candidates feel at ease, it doesn’t replace having a clear structure.
Without a solid interview guide, important questions get skipped, answers are hard to compare, and even well-meaning comments can cause issues.
Real-Life Example: One leader ignored our recommendation to use an interview guide. His first question? “Where are you from?”—based on the candidate’s last name. He meant no harm, but the candidate took it differently. The result? A complaint and a serious misunderstanding.
What to do instead:
- Follow a consistent interview guide.
- Script your opening and closing.
- Ask questions that connect directly to the role.
2. Talking More Than Listening
It’s easy to fall into the trap of talking too much in an interview—especially when you’re passionate about your company. But interviews are for learning about the candidate, not selling the job.
Why it hurts:
- You miss key details.
- You may influence the candidate’s answers.
- You could say something off-topic or risky.
What to do instead:
- Let the candidate do most of the talking.
- Ask clear, open-ended questions.
- Be comfortable with pauses while they think.
3. Failing to Align on Expectations
Hiring teams often enter interviews with different ideas of what makes the “right” hire. One person values experience. Another prioritizes culture fit. Without alignment, the process becomes inconsistent and confusing—for everyone.
Why it hurts:
- It slows down decision-making.
- Candidates get mixed signals.
- Feedback becomes unclear or conflicting.
What to do instead:
- Get aligned on what matters before interviews begin.
- Set clear evaluation criteria.
- Debrief as a team after each interview.
A Better Way Forward
These pitfalls are common—but they’re preventable. A little preparation goes a long way.
Programs like the DWCA program help Alberta employers strengthen every part of the hiring process, including interviews. With guides, templates, and expert support, you can build a consistent, effective approach to finding great people.
Key Takeaways
- Structure your interviews—even if they feel casual.
- Stay focused on the candidate—and really listen.
- Align your team—so everyone’s working from the same playbook.
We work with companies every day to make hiring simpler, clearer, and more effective. If interviews aren’t leading to the hires you want, let’s connect. Sometimes a few small changes make a big difference.