There are two boxes of different size placed on the table before you. You have been asked to identify the heavier one. It seems like an easy problem as the difference in their size is huge. Subconsciously, you have already assumed which is heavier by their outer looks. The bigger the size is, the heavier its weight is. This concept must have been instantaneously hit you and within a fraction of nanosecond you spit out your answer without giving any rational thought. To your surprise, the correct answer happens to be the smaller box. Both boxes were made of different materials of varying density.

Fine, you got this wrong. No big deal! Right? It is not until and unless it is restricted to the pair of boxes only. The problem starts when you have to identify the skilled candidate instead of useless boxes. Rushing to one judgment without properly analyzing the situation or problem should be strictly avoided in the interview.

Communication barrier

I don’t think I need to state that again that the sole purpose of the interview is to know and recognize the skills of the candidate. Communication skill is one them. But wait! Is it even necessary to look for great communication skills in every job? If there is an opening of say, Java developer, and a candidate has an excellent knowledge of Java, so much so that he could write another “Java-The complete reference” then there is no need to exhaustively gauge his communication skills. Of course, communication within a team is required but it doesn’t require him to have an exceptional command over a language. It is irrelevant to the daily task that he would have to perform.

Thus, if you are about to take an interview of a technically skilled candidate then don’t give much weight to his communication skills. It should be good enough to be comprehensible. It would be pure injustice to the candidate and to your company if you let the communication as an anchor point to vet his technical skills

Sharing common interest

The moment you set your eyes on the candidate resume and figured that he hails from the same city or studied from the same school then there is an obvious influx of bias towards the candidate. It is completely natural to have a soft spot for someone who shares a common thing. Being a good interviewer, you must not let this bias come in between your final decision or while being in the interview. Make it as a golden rule to not indulge in any bias towards the candidate just because he happened to have shared some same interest.

A presumed trailer

If you are a movie junkie then you must know the fact that trailer of any movie could be deceptive. Such is the case with interviews as well. If you have set the first impression of a candidate bad then you would try your best to make your first impression right. You definitely don’t want to seem like a villain in the interview process, hence it is highly advisable to not pay heed to this particular quote - “First impression lasts”. You must always make sure to conduct a neutral interview without any judgemental view. A fair and equal opportunity should be given to all candidates irrespective of their first impression. The interview room is a tough place to be in. It can make some of your candidate sweat with nervousness. It clearly doesn’t imply that the candidate has no potential or skill required for the job.

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