Common Mistakes Hiring Managers Make

In today’s candidate-short market, many companies are unknowingly turning away strong talent — not because of lack of skills or culture fit, but because of flawed interviewing expectations. 

Let’s talk about the most common mistakes hiring managers make during the interview process, and how these can lead to rejecting candidates who could have been high performers.

#1: Interviewing for a Fantasy Candidate, Not a Real One

It’s natural to want the “perfect hire” — flawless experience, polished answers, no career gaps, and an immediate start.

But the reality? People are not LinkedIn profiles.

Talented candidates may:

• Have had a rough patch during COVID

• Be nervous in interviews but brilliant in execution

• Be great communicators but not rehearsed speakers

Over-perfect interviewing standards often cause hiring companies to overlook great fits who would thrive in the actual role. It is understandable for hiring companies to want to make the best hires and to therefore have high standards but going overboard can result in them missing out on making great hires. 

#2: Assuming Too Much — and Asking Too Little

Hiring managers sometimes skim CVs and jump to conclusions:

• “They changed jobs too often — must be unstable.”

• “Their last role was too junior — they’re not ready.”

• “They hesitated when answering — not confident.”

Instead of digging deeper with curiosity, many assume the worst — rather than asking why. Behind every career decision, there’s usually a story worth understanding. The best hiring companies are known to show compassion and understanding. This doesn’t mean they always make the hire. But they will seek to understand the candidate in a friendly manner rather than making tough top down assumptions and unfair assumptions. Candidates can sense when they are being urged and it doesn’t do a hiring compares employment any favours. 

#3: Not Taking a ‘Life Happens’ Perspective

Great candidates may have:

• Taken a career break to care for family

• Recovered from burnout or health issues

• Moved countries and restarted careers

Instead of viewing these as red flags, ask:

What did this experience teach them — and how has it made them stronger?

Agile, resilient professionals often bring life experience that rigid career ladders don’t teach. 

#4: Overweighting the Interview Performance

Some people are excellent interviewees but average performers. Others are average interviewees but high-performing team players. Yet many hiring managers default to:

“They didn’t answer that question the way I wanted — not a fit.”

But consider this: Is your interview process measuring their potential for the role — or just their ability to rehearse well? Some hiring managers have taken the interrogation approach during the interview, trying to catch the candidate out and expose their flaws after the candidate has made a genuine effort and spent lots of time attending multiple rounds of interview. It isn’t good for anyone. 

So, What Should Hiring Managers Do Instead?

• Interview for core potential, not just polish.

• Ask open, empathetic questions about career moves.

• Take a “whole person” view — not just a scorecard.

• Be willing to look beyond perfection and find authenticity, adaptability, and real-world grit.

To summarise: 

Some of the best hires are people who weren’t perfect on paper, or didn’t nail every question — but showed up with the right mindset, experience, and values.

Some hiring companies need to evaluate their approach to interviews and stop filtering for perfection. Start hiring for real-world success. Yes, some candidates will not be up to the task and should be rejected and a stronger candidate sought after.  This article isn’t promoting easy hiring. Hiring companies should have high standards and be selective. 

RJM’s suggestions to hiring companies is to consider the following base lines during candidate interviews: 

Is the candidate enthusiastic during the interview? 

Are they well prepared and well researched on your company? 

Are they well presented and made a professional effort with their appearance? 

Generally , how is their communication skills? Are they polite and a good listener? 

With guidance, some training and support especially during probation can the candidate do the job successfully? 

What Hiring companies can do to get the most from their Interviews 

Be warm and friendly during the interview, build rapport with the candidate and ditch the interrogation ! 

Show some compassion to the candidate . Life happens and their career to date/CV will not be perfect 

Try and focus on the reasons to hire the candidate rather than find reasons not to  - take a positive approach. Even if a hire isn’t made at least a positive interview style was used and you gave the candidate a fair chance 

Is interview style and approaches discussed internally with HR and hiring managers to promote alignment? 

Available for a complimentary consultation on how to conduct interviews?