Yes, even the guys not in the hot seats are under pressure, too.  Even though most of the focus on job interviews is placed on the laundry list of interviewee faux pas, it is a stressful situation for everyone involved, as everyone has something important at stake.  Just as much as the interviewee might want or even need the position, the hiring manager needs to fill that position as well.  It is a mutually stressful situation with a lot on the line for both parties involved.
There is always much focus placed on the interviewee slip-ups that occur when the heat is on and stress has unraveled their thoughts.  However, it’s important to know that in these nerve-wracking situations, interviewers make mistakes too.  If you are a hiring manager, there is an “Interview No-No” list for you as well.  There are many elements involved in conducting an efficient and successful job interview; if you want to unearth the best talent, you need to ensure your interviews are on point.  Read below for BNet article on 10Common Mistakes made by hiring managers during interviews.  Even the head honchos need a little guidance from time to time!
#1: You talk too much
When giving company background, watch out for the tendency to prattle on about your own job, personal feelings about the company, or life story. At the end of the conversation, you’ll be aflutter with self-satisfaction, and you’ll see the candidate in a rosy light — but you still won’t know anything about his or her ability to do the job.

#2: You gossip or swap war stories

Curb your desire to ask for dirt on the candidate’s current employer or trash talk other people in the industry. Not only does it cast a bad light on you and your company, but it’s a waste of time.

#3: You’re afraid to ask tough questions

Interviews are awkward for everyone, and it’s easy to over-empathize with a nervous candidate. It’s also common to throw softball questions at someone whom you like or who makes you feel comfortable. You’re better off asking everyone the same set of challenging questions — you might be surprised what they reveal. Often a Nervous Nellie will spring to life when given the chance to solve a problem or elaborate on a past success.

#4: You fall prey to the halo effect (or the horns effect)

If a candidate arrives dressed to kill, gives a firm handshake, and answers the first question perfectly, you might be tempted to check the imaginary “Hired!” box in your mind. But make sure you pay attention to all the answers and don’t be swayed by a first impression. Ditto for the reverse: The mumbler with the tattoos might have super powers that go undetected at first glance.

#5: You ask leading questions

Watch out for questions that telegraph to the applicant the answer you’re looking for. You won’t get honest responses from questions like, “You are familiar with Excel macros, aren’t you?”

#6: You invade their privacy

First of all, it’s illegal to delve too deeply into personal or lifestyle details. Second, it doesn’t help you find the best person for the job. Nix all questions about home life (“Do you have children?” “Do you think you’d quit if you got married?”), gender bias or sexual preference (“Do you get along well with other men?”), ethnic background (“That’s an unusual name, what nationality are you?”), age (“What year did you graduate from high school?”), and financials (“Do you own your home?”)

#7: You stress the candidate out

Some interviewers use high-pressure techniques designed to trap or fluster the applicant. While you do want to know how a candidate performs in a pinch, it’s almost impossible to re-create the same type of stressors an employee will encounter in the workplace. Moreover, if you do hire the person, he or she may not trust you because you launched the relationship on a rocky foundation.

#8: You cut it short

A series of interviews can eat up your whole day, so it’s tempting to keep them brief. But a quick meeting just doesn’t give you enough time to gauge a candidate’s responses and behavior. Judging candidates is nuanced work, and it relies on tracking lots of subtle inputs. An interview that runs 45 minutes to an hour increases your chances of getting a meaningful sample.

#9: You gravitate toward the center

If everyone you talk to feels like a “maybe,” that probably means you aren’t getting enough useful information — or you’re not assessing candidates honestly enough. Most “maybes” are really “no, thank yous.” (Face it: The candidate didn’t knock your socks off.) Likewise, if you think the person might be good for some role at some point in the future, he or she is really a “no.”

#10: You rate candidates against each other

Mediocre candidates may look like superstars when they follow a dud, but that doesn’t mean they’re the most qualified for the job. The person who comes in tomorrow may smoke all of them, but you won’t be able to tell if you rated mediocre candidates too highly in your notes. Evaluate each applicant on your established criteria — don’t grade on a curve.

Privacy Preference Center