{"id":247,"date":"2026-01-19T13:00:38","date_gmt":"2026-01-19T13:00:38","guid":{"rendered":"https:\/\/www.iablueprint.com\/blog\/?p=247"},"modified":"2026-01-07T16:23:29","modified_gmt":"2026-01-07T16:23:29","slug":"five-common-interviewing-mistakes-and-how-to-avoid-them","status":"publish","type":"post","link":"https:\/\/www.iablueprint.com\/blog\/five-common-interviewing-mistakes-and-how-to-avoid-them\/","title":{"rendered":"Five Common Interviewing Mistakes \u2014 and How to Avoid Them"},"content":{"rendered":"

Brian sat down for a Zoom interview with the latest candidate for an admin role. This was the first time he\u2019d ever hired a new staff member. He used to think that when hiring, a leader should just go with their gut. But recently, he\u2019d read about how that can lead to biased decisions. What should he be looking for, then? Was there even a point to this conversation, or should he just make decisions based on the resumes in front of him? He couldn\u2019t escape the feeling that he was doing this all wrong.<\/span><\/p>\n

Brian was right to be concerned. Hiring is a very hard thing to do, and<\/span> using the right recruitment strategies<\/span><\/a> and interviewing techniques is crucial. The average business owner doesn\u2019t have the muscle memory for hiring because they rarely have to do it.\u00a0<\/span><\/p>\n

And the costs of getting it wrong can be astronomical. Replacing a failed hire<\/span> can cost 30\u201350% <\/span><\/a>of the person\u2019s annual salary, or <\/span>up to 400% <\/span><\/i>of a highly skilled employee\u2019s salary. The mistakes hiring managers make can have ongoing repercussions, leaving businesses to either deal with an underperforming employee or repeat this expensive and time-consuming process to find someone else.<\/span><\/p>\n

What are the most common mistakes made by interviewers, then? From affinity bias to lack of a structured process, several common pitfalls can lead companies to hire the wrong person \u2014\u00a0or make a bad impression on good candidates.\u00a0<\/span><\/p>\n

But by using the right interviewing techniques and strategies, you can steer clear of these blunders. Let\u2019s review five common interviewing mistakes that companies too often make\u00a0\u2014 and how to choose the right hire every time.<\/span><\/p>\n

1. Hiring Based on Whether They Like the Person<\/span><\/h2>\n

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\u00a0<\/span>Image source<\/span><\/i><\/a><\/p>\n

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One of the biggest hiring mistakes to avoid is making a biased hire. Affinity bias is rampant in hiring. We all tend to have an unconscious bias toward people we can relate to best, who often look like us or come from a similar background.\u00a0<\/span><\/p>\n

Too often, an interviewer \u201chits it off\u201d with someone who went to a similar school or has a way of expressing ideas that mirrors their own. If they \u201cgo with their gut,\u201d hiring that person based on these superficial factors, they might miss out on more qualified talent.\u00a0<\/span><\/p>\n

Falling into biased thinking isn\u2019t just unfair to candidates. It also <\/span>kills team creativity<\/span><\/a> and causes businesses to stagnate. If you\u2019re only hiring people who share your views, you\u2019re not bringing in fresh ideas.<\/span><\/p>\n

How to avoid bias, then? The first step is becoming aware of it. Then, seek input from others during the hiring process. Partnering with a third party like iaBlueprint can help you steer clear of bias, since we\u2019re able to lend an objective view.<\/span><\/p>\n

2. Not Ensuring Cultural Fit<\/span><\/h2>\n

When companies hire a person mainly because they like them, they also fail to look at cultural fit. That\u2019s a really big deal.<\/span> Growing a great culture<\/span><\/a> starts with choosing the right people.\u00a0<\/span><\/p>\n

Looking at a candidate\u2019s cultural fit and character should be one of your highest priorities. If you pick someone who doesn\u2019t align, it will become a constant point of friction for your business.<\/span><\/p>\n

Make sure the candidate aligns with your mission. Show them your mission statement and ask them whether they believe in it and why. Listen for authentic, detailed answers that highlight their principles, personal ethics, and motivations.<\/span><\/p>\n

Then, give the applicant a copy of your core values and say, \u201cThese explain who we are. If they don\u2019t match up to your own values, you\u2019re not going to be happy here.\u201d Ask whether they align with these values, and how. You could ask, \u201cCan you tell me about a couple of times when something you\u2019ve done showed alignment with these core values?\u201d Again, look for sincere and detailed answers rather than generic or canned responses.<\/span><\/p>\n

3. Hiring Just Because They Have Experience<\/span><\/h2>\n

Similarly, companies often fall into the trap of mainly looking at experience. Sure, experience can be important, but it\u2019s not the most crucial ingredient to success.\u00a0<\/span><\/p>\n

As Patrick Chioni says, you need people who are <\/span>smart, hungry, and humble<\/span><\/a>:<\/span><\/p>\n