Does Interviewer's Behavior Affects Job Seeker's Decision - CiteHR
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Jeroo Chandiok
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Hai All
Share your valuable ideas on this topic i.e.
" Interviewer's Behavior Affects Job Seeker's Decision on Job Offer "
Two-thirds of job seekers say that the interviewer influences their decision to accept a position.
Job seekers identified a number of interviewer behaviors that adversely affect their willingness to work at the company, such as
* Acting like has no time to talk to me
* Withholding information about position
* Turning interview into cross-examination
* Showing up late
* Appearing unprepared for interview
* Asking questions unrelated to job skills
so what do you say friends
Does it really happens

It affects, all that you have mentioned projects the company's culture. The interviewer is not seen as an individual but as an organisation. The candidate will surely have resistance to all these kind of behavior & develop a different mindset. If they join inspite of not being comfortable with their first interaction with the company drivers (HR), then they may start following it & it is contagious........... So its advisable not to project these behavior while conducting interviews which will help in building a better organisation in along run :lol:
an interviewer represents the company or brand at that point of time.. he cannot afford to act unprofessional.
sometimes what happens is HR fixes an interview and the person supposed to conduct it goes haywire at the last moment.....

Thanks for sharing kalyan, Archana and Surya
Thanks Archana for your valuable advice. And i will agree with you with a small quote which is know i.e
"First Impression Is The Best Impression "
So the candiatate may have the impression even after joining the company

a tangent....
last impression when an employee leaves is the most important.... the said person worked N nos of years for a company and if the company acts unprofessionally during severance as most of them do, the bad branding runs forever...

Hi Shilpa,
Yes, to some extent it afffects.
I had few such experiences where the offer was really gud...but after seeing the interviewer's behaviour ,I had to say no...In fact ,in one case I was left with no option but to clearly say "No".
And ,yes,I have no regrets for the same !!

Hai Kavitha
Thank you very much for sharing.....
So during interview our body language should be good enough..
Even laughing at a candiatate either face to face or Telephone will also put candiatate in dilemma to take a offer or not

Hi following is my opinion , I usually REJECT bcoz of
* Withholding information about position
I hate ppl who withhold info abt job position, once one interviewer was not all ready to tell me abt job position, and asked me to come for interview that too to another city, i straight away refused him,.
* Turning interview into cross-examination
Some ppl really do ask questions like POLICE.
* Showing up late
I hate ppl who are not punctual and make me wait, if the time is 10.00 i be there latest by 09.30 ,, once one interviewer made me wait for more than 3 hrs,, i mean he is not tht much busy that even after giving me appointment he did like this,
* Asking questions unrelated to job skills
like what does ur sister / bro do , i told she is engineer,,
then he asks ,, why did not u do engineering ????

You touched the Hornet's Nest. How True. The theme / thrust of Selection Interview is to Create a Positive Impact on the Applicat Interviewee. Whenever the Interviewers do Bad Home Work ( the instances you qouted) Organizations lose. But is the Head-HR Listening?
Let HR re-dedicate to aim of Interview.


I agree, there is a lot of discussion on how an interviewee should act, but hardly anyone speaks about the other side of the story, i.e. how the interviewer behaves.

As a soft skills trainer, I have a course on how to conduct interviews - ranging from fresh appointment interviews to exit interviews - and though a lot of HR middle managers are interested in such courses, most do not know that these are available.

In large organisations where a lot of interviews take place, if a course similar to the above were to be held for all regular and potential interviewers, it would not only improve the image of the organisation, vis-a-vis the interviewees, making them eager to join an organisation where the interviewers are so 'user-friendly', but it would also help the organisation as well, since if interviews are conducted the right way, the right candidates would be selected. Similarly, properly held exit interviews would be an ongoing process to keep a finger on the organisation's pulse and ascertain where problem areas have emerged or are emerging.


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