Hiring the right candidate is crucial to any company’s success. But even the best hiring managers can unintentionally sabotage the process with common interview mistakes. These missteps not only risk losing top talent, they can also damage your company’s reputation and slow down the hiring pipeline.

Here are some of the most common interview mistakes hiring managers make, and how to avoid them:

1. Winging the Interview Without Preparation

Too often, hiring managers enter interviews without reviewing the candidate's résumé in advance or planning targeted questions. This lack of preparation can make the interview feel disorganized and unprofessional—leading candidates to question the company’s culture or seriousness.

Fix it:
Take 10–15 minutes before each interview to read the résumé, identify potential gaps or highlights, and align on role-specific questions. A structured interview framework can help ensure consistency across all candidates.

2. Talking Too Much (and Not Listening Enough)

An interview should be a two-way conversation. Hiring managers sometimes dominate the discussion, spending more time promoting the company than learning about the candidate. This can result in missed red flags—or missing out on what makes the candidate a great fit.

Fix it:
Aim for a 70/30 split—let the candidate talk 70% of the time. Prepare open-ended questions and give them space to elaborate on their experiences, achievements, and values.

3. Asking Illegal or Inappropriate Questions

Some well-meaning questions—like “Are you planning to have kids soon?” or “Where are you originally from?”—can unintentionally violate employment laws. These types of questions can put both the interviewer and the company at legal risk.

Fix it:
Stick to job-relevant questions. Provide interviewer training to ensure hiring teams understand what’s legally and ethically appropriate to ask.

4. Failing to Sell the Role and the Company

Just like you’re evaluating candidates, they’re evaluating you. A cold or rushed interview experience can turn off top talent—especially in a competitive market.

Fix it:
Treat interviews as a two-way street. Highlight company culture, growth opportunities, and team dynamics. Be honest but enthusiastic about the role and what makes your workplace unique.

5. Not Taking Notes or Documenting Feedback

Some hiring managers rely solely on memory when making decisions or giving feedback. This leads to vague impressions and inconsistent evaluations, especially when multiple candidates are involved.

Fix it:
Use a standardized scorecard or evaluation sheet during each interview. Jot down key takeaways immediately after the conversation while it's fresh. This also ensures more objective comparisons across candidates.

6. Dragging Out the Hiring Process

Lengthy hiring processes frustrate candidates and increase the risk of losing them to competitors. Inconsistent follow-up or unclear timelines can also reflect poorly on the organization.

Fix it:
Streamline interview stages and set internal deadlines for feedback and decision-making. Communicate clearly with candidates about next steps and timelines, and stick to them.

Final Thoughts

Interviews are a powerful tool, not just for assessing candidates, but for showcasing your company’s professionalism and values. Avoiding these common mistakes can help you attract better talent, make more informed decisions, and build a stronger team in the long run.