Why Do Bad Interviews Happen to Good Candidates?

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In the recruiting and staffing space, we’ve all seen perfect-on-paper candidates deliver bad interviews. Despite having the ideal qualifications and experience, their interview performance ranged anywhere from lackluster to downright terrible. However, interviews are not the tell-all of how candidates will perform in the role. It’s important to not judge a book by its cover – good candidates can give bad interviews, and bad candidates can give good interviews. Taking into consideration that the average cost of a bad hire is up to 30% of the employee’s first year compensation, it’s important to hire the right people – not just the ones that interview well. As a hiring manager, it’s crucial to recognize the signs of good candidates having bad interviews, and vice versa. Consider the following factors to understand why bad interviews happen to good candidates.

Bad Interviews Can Happen Because They’re Nervous

Interview nerves are common, whether it’s from public speaking anxiety or even pure excitement about the opportunity. Regardless of preparation, interview anxiety can make a candidate appear less confident – they may stumble over their words, speak too fast, fidget with their hands/hair, or appear disorganized. These things can lead to cause for concern from an interviewer’s perspective and result in a bad interview overall.

What To Do as the Interviewer

Ease the candidate’s nerves in the very beginning by assuring the interview will be more of an open conversation than a test. The more relaxed a candidate feels, the more likely they will give honest and clear answers. You can alleviate tension in the beginning of the interview by asking open-ended questions that make the candidate feel more comfortable, such as asking about themselves, how they heard about the role, or their interests outside of work. Breaking the ice with these questions will ease the candidates’ nerves and encourage them to be their authentic selves. Lastly, don’t make a snap judgement. Allow the interview to run its course and give the candidate time to open up and relax. Judge the interview holistically, rather than passing judgement based on the first three minutes.

Questions To Ask Candidates To Ease Nerves:

  • How would you describe yourself?
  • How did you hear about our company?
  • What do you like to do outside of work?
Graphic displaying questions to ask candidates to ease nerves in bad interviews

Their Interview Skills are Rusty

A stable job history is an important factor to consider during the hiring process to weed out job-hoppers. Committed job candidates can go anywhere between 2-10 years between interviews, almost guaranteeing rusty interviewing skills. Passive candidates may also be out of practice because they aren’t actively looking for a new role. Interviewing skills are like learning a new language, it takes practice and consistent refinement. Thus, those who haven’t interviewed in a while may find themselves re-learning the ropes.

What To Do as the Interviewer

Look at their employment history and recognize the time that has passed between the last time they interviewed; this could be their first time interviewing – virtually or in-person – since the pandemic. To gauge their interviewing hiatus, you could ask how their job search is going so far, how their 5-year plan has changed since the last time they interviewed, or how the scope of their current role has changed since they were hired.

Remember that interview nerves are expected, and may be amplified if they haven’t interviewed in a while. Interview nerves and out-of-practice interview skills are a lethal combination for bad interviews, even if the candidate is highly qualified for the role. On the same note, be wary of overly confident candidates – memorized responses that include fluff and exaggerated buzzwords may be an indicator of a serial interviewer. Be sure to dive deep into candidates’ answers and ask about specific accomplishments or tasks in their previous roles.

Questions To Ask Candidates To Gauge Their Interview Hiatus:

  • How long have you been at your current company?
  • What experiences have helped you prepare for this role?
  • How have your goals changed since the last time you were job searching?
Graphic displaying text that reads questions to ask candidates to guage their interview hiatus during bad interviews

Their Job Skillset Doesn’t Translate to Interviewing

The skillset required for interviewing can sometimes be very different than the skillset needed for the job. A standard interview process judges a candidate’s ability to sell themselves for the role, which requires excellent communication and people-facing skills. This could easily be exemplified for someone in management or sales roles. However, depending on the candidate’s field, this may not be their expertise. Those who are in engineering or IT roles may possess the technical skills for the role, but could have a hard time translating it during an interview since they may not interface with people regularly.

What To Do as the Interviewer

It’s important to recognize the difference between an interviewing skillset and the skillset required for the role. Take into consideration the candidate’s field and how communication skills are involved. Focus on the job requirement and tailor questions to highlight the candidate’s skills and experience in that area. For example, pose questions about the candidate’s background, relevant certifications or degrees, how they’ve utilized their skillet in previous roles, or specific projects they’ve worked on. Let the candidate sell themselves through explanation of skills, rather than their delivery of answers.

Questions To Ask Candidates To Understand Their Skillset:

  • What educational training have you had that has helped your career?
  • How have you used (X skill) in previous roles?
  • Do you prefer working independently or within a team?
Graphic displaying an interview with text overlaying reading questions to ask candidates to understand their skillset

They’re Being Asked the Wrong Questions

As the interviewer, you’re responsible for determining if the candidate is the right fit for the role by asking questions that speak to both their technical skills and personality. If the candidate isn’t engaged in the interview or is answering unclearly (and it can’t be attributed to the things mentioned above), it might be worth looking introspectively. Are the questions you’re asking the cause of these bad interviews?

What You Can Do as the Interviewer

If applicable, set up a pre-interview call with the candidate’s recruiter. This will allow you to gather details about the candidate you can specifically ask about during your interview. Next, review your interview questions. Do they specifically target the skills needed for the role? Are they relevant to this candidate’s experience? How do they assess the candidate’s cultural fit? Are they open-ended, allowing for a natural flow of conversation?

That being said, it’s always better to ditch the script once the interview is off and running. Allow the conversation to naturally spark new questions that’ll give you a deeper understanding of the candidate’s experience and skills. This will also give the candidate a better opportunity to showcase their achievements, work ethic, and personality the way they want to.

Questions To Ask Candidates To Encourage Thoughtful Responses

  • Instead of “Where do you see yourself in 5 years?” ask “What career goals are you hoping this job will fulfill for you?”
  • Instead of “What is a difficult situation you’ve overcome?” ask “What strategies do you use to diffuse difficult situations?”
  • Instead of “What is your greatest strength?” ask “Which attribute best qualifies you for this role and why?”
Graphic showing two forms of questions, with a background image of people shaking hands

Red Flags in Bad Interviews

If you notice any of the red flags below during an interview, it may be a sign that your candidate is a wolf in sheep’s clothing. Be wary of these signs and utilize them to determine if a candidate gave a bad interview from the reasons mentioned above, or if they truly aren’t the right fit.

Vague examples: If the candidate uses examples without quantifiable achievements, they may be all talk and no action.

Highlighting the negative: Highlighting the negative in previous roles or employers could be a warning sign that they are likely going to continue that behavior at your company.

Lack of goals: Having a lack of goals signifies a lack of motivation. If a candidate doesn’t have career or personal aspirations, they’re less likely to contribute to your company’s goals.

Defensive response and body language: Candidates that have defensive responses and body language during interviews are likely to have a problem with authority and criticism. Make sure that their work ethic will mesh well with your management style.

Self-centric answers: This is particularly important for candidates that will be working on teams. If a candidate only focuses on self-accomplishments and successes, their ego may become a problem. Recognize the difference between confidence and arrogance.

What You Can Do as a Hiring Manager to Mitigate Bad Interviews

The hiring process can reveal a lot about future employees, but it’s important to consider that great candidates can be shadowed by bad interviews. As a hiring authority, it’s vital to take into consideration the potential factors driving bad interviews – nerves, out-of-practice interview skills, non-transferable skillets, or monotonous interview questions. If you feel like the candidate could still be a fit after the first interview, set up another time to meet with them. As the hiring process progresses with a well-suited candidate, the factors listed above should vanish. However, if the bad interviews can’t be attributed to those factors, you need to be wary of the interview red flags that may indicate an avid job hopper. Set your potential candidates up for success by acknowledging these components and tailoring your interview process for optimal results.

If you need guidance on the interview process or additional resources for effective interviewing, reach out to Blue Signal. As your partner in the hiring process, our recruiting team is positioned to support both hiring managers and candidates through the process. With our help, quality candidates are guaranteed to shine through, without the headache of enduring bad interviews.

3 Reasons Good Candidates Can Give Bad Interviews

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The cost of a bad hire is substantial, sometimes up to three times the employee’s annual salary. The interview process is one of the only sources of information for an employer during the hiring process. Unfortunately, it is not a foolproof way to judge a candidate’s fit.

Interviewing and job performance often use totally different skill sets. Sometimes a terrible candidate interviews very well. Good candidates sometimes give bad interviews. It can be difficult to tell the difference. Look for these signs that the candidate may be a good employee who gave a weak interview:

 

1.  The candidate has not interviewed in years.

When companies are filling a permanent role, they generally want someone stable with a history of long-term commitment to employers. Committed job candidates can easily go 10 years or more between interviews. Even if they are highly qualified and experienced, their interviewing style may be lackluster or outdated purely due to lack of practice.

What to do: Keep in mind that a candidate who interviews extremely well could be a serial interviewer. Target specific accomplishments, tasks, action items that the candidate can prove from past roles. Be wary of candidates who love to talk theory and buzzwords but cannot back them up with quantifiable achievements.

good candidates, bad interviews - candidate is nervous

2.   Interviewing skills are not the same as job skills.

For most jobs, interviewing is an entirely different skillset than the skills necessary to do the job. Some candidates have outstanding experience and qualifications, but they may not be able to sell themselves as well as a routine job-hopper/interviewer. In people-oriented or customer-facing jobs, candidates should have strong interviewing and communication skills. People in technical roles with low interaction may have less experience with the complex communication skills that come into play during an interview.

What to do: Keep in mind that interviewing well is not the same as performing well, especially for roles that are technical in nature. Focus on the actual job qualifications and look for measurable past achievements that demonstrate good job performance.

 

 3.  The candidate is nervous.

Many interviewees have trouble relaxing and accessing their long-term memory during an interview, even with dedicated preparation ahead of time. A candidate may feel nervous because they are sincerely excited about the job opportunity and want to perform well in the interview.

Sometimes a candidate may just be having a bad day despite their efforts to put their best foot forward. There may have been terrible traffic on the drive to the interview or a stressful event in their personal life. While it is important for a candidate to put aside their emotions and focus on the job, the reality is that life sometimes throws difficulties in the way.

What to do: Recognize that an interview is a highly artificial conversation, and that everyone involved has a lot at stake. In the first few minutes of the interview, set the tone of the interview with a few open-ended, easy questions. It is worth spending a few minutes putting a nervous candidate at ease if it means getting excellent answers later in the interview and making the right hire.

 

True warning signs of a bad employee:

Analyze poor or bad interviews carefully. Not all interviewing mistakes are due to nervousness. Watch out for these red flags, which indicate pervasive character problems:Blog - good candidates bad interviews - bad mouthing

Bad-mouthing
There is no excuse for belittling colleagues, employers, or even company initiatives during an interview.

Inappropriate or rude jokes
Candidates who cannot or will not respect professional boundaries are a dangerous liability.

No goals 
Some candidates stumble depending on how the question is asked, but if a person cannot give any concrete goals or plans for the future, they likely struggle with motivation.

Complaining, whining, negativity
Everyone runs into difficulties and stress at some point in their careers, but if a candidate cannot set aside their past grievances for even an hour while interviewing, they are probably a chronic complainer.

Playing the victim
Some people truly have been victimized in past jobs, but be wary of candidates who refuse to take responsibility for past mistakes or failures.

Selfishness, focused on stuff and benefits
Money and benefits are important but should not dominate an interview. An interview should focus on whether a candidate and employer are a good fit for each other.

Defensive or argumentative responses
This shows a lack of respect for authority and an unwillingness to take criticism.

Dishonesty and “white lies”
A candidate who is dishonest during an interview will continue the behavior after getting the job. Do not put the company at risk of a liability issue due to dishonest behavior.

 

One final tip:

Ensure that the company’s hiring process is designed to attract top talent. Hiring managers are more likely to make a bad hiring decision when they are rushed, under-prepared, or untrained in interviewing skills. Bad hiring processes lead to bad hires, which are expensive and damaging to morale. The hiring manager guides the interview, not the interviewee. Be prepared.

After making a hire, give the employee the tools to succeed right away. Managers who leave new hires to fend for themselves will miss the chance to start new employees on the right foot.

 

For more advice on interviewing effectively, contact us at info@bluesignal.com.