HR’s interview dealbreakers

by |
Hiring managers say they know whether a candidate is a good fit within the first five minutes of the interview, but what signals are they looking for?

Arrogance topped the list in a new survey from CareerBuilder.ca, which finds 54% of hiring managers think an arrogant candidate is most likely to be rejected. Around half the respondents also cited appearing disinterested and being uninformed about the company as dealbreakers.

Candidates don’t have long to impress, with 87% of HR pros determining if the job seeker is a good or bad fit within 15 minutes. The cues don’t even have to be verbal – body language was enough for 66% of managers to reject candidates who failed to make eye contact.

The most candidate blunders include:
  • Appearing arrogant — 54%;
  • Appearing disinterested — 52%;
  • Appearing uninformed about the company or role — 49%;
  • Answering a cell phone or texting during the interview — 48%;
  • Dressing inappropriately — 47%;
  • Talking negatively about current or previous employers — 46%;
  • Not providing specific examples — 43%;
  • Not asking good questions — 31%;
  • Asking the hiring manager personal questions — 21%; and
  • Providing too much personal information — 18%.
The biggest non-verbal mistakes candidates commonly make were:
  • Failure to make eye contact — 66%;
  • Bad posture — 39%;
  • Failure to smile — 38%;
  • Fidgeting too much in his/her seat — 38%;
  • Crossing their arms over their chest — 34%;
  • Playing with something on the table — 30%;
 What are your interview dealbreakers?
 
 
  • Holly on 2014-05-08 12:45:45 PM

    For me, yes, it's some of the above ... but the biggie is a wishy-washy, feeble handshake!

  • Willo on 2014-05-08 8:11:16 PM

    This article reflects so many things that drive me crazy with many HR people.
    I can agree with the "blunders" list, but surely we are passed the point of rejecting candidates who do not perfectly reflect our own behaviours and values.
    Most HR people are extroverts....and Caucasian. Rejecting people because they don't smile or make eye contact eliminates shy or introverted people, people of different cultures, and people who are nervous with the pressures of an interview for a much needed job.
    These characteristics actually tell very little about the talent, commitment and skill of candidates.
    All it tells us who we like, and feel comfortable with and who we don't.
    Surely, as the gatekeepers to our corporations, we can do better than this.

    As the gate keepers to corporations, surely we can do better than this!

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