No doubt, Hiring is the toughest part of all Human Resources related functions. Your other functions depend altogether on how well the Recruitment and selection of the candidate were done. Thus An Hiring Manager or An HR Manager has to take care of every bit and byte of the hiring process. Things seem more complected when you have just joined the board (you are a Fresher or have little or no experience) and don’t know to carry off the role with lordliness and perfection. Here are some mistakes  Hiring Managers do at their initial days that could be hazardous to the organization as a whole.

Talking, Talking, and Talking:

Well, you are obviously expected to give few details about the company and your expectations from the candidate, but if you keep on babbling things like company profile, Job Details, Your Expectations, Your Goals, and blah blah, don’t expect to judge the candidate’s true knowledge about the company with your provided inputs. You should rather check the candidate’s knowledge first and then show him the rosy picture of your company.

First Impression is NOT the Last Impression:

Having worn a Versace dress or a fluent language proficiency does not guarantee that the candidate is perfect for the job. However, if he is dressed shabbily or is flaunting his Tattoo on his Forearm his half sleeve T-shirt, you certainly have the right to turn his application down in accordance to the company policy.

Suggestive Answers:

Don’t ask the question hinting the applicant to answer them in a certain way. Questions should always have a neutral tone, like “As you have mentioned in your Resume, you have done six months diploma in MS office. Tell me which applications you work with?” and not as “As you have mentioned in your Resume, you have done six months diploma in MS office. You must be good at making Presentations are you?”

Engrossed in His Old Evil Boss Story:

Hey! Wake up dear HR. No matter how tempting it may sound to hear the trash talk about the candidate’s current employer (who might also have turned you down for an HR position), but this is highly unprofessional. How can you trust an Employee for your organization, who is not loyal to the organization he is working in?

Over-Empathy with a Nervous Nellie:

While it’s a good thing to make a candidate feel comfortable, but it doesn’t mean you can skip all those “Hard” important questions just to make him feel better.

Asking Personal Questions:

You certainly do have any right to invade the privacy of the applicants by asking questions based on their Nationality, Marital status, Gender, Political Financial, or Economic status.


While you have to test a candidate if he can stand all the office pressure or politics once hired, this certainly does not mean you can ask him any questions in the way you want. Respect the dignity of the applicant so that they respect you as a professional despite being not selected for the position.

What do you think about it? Give it a shot.

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