This Is the Behavior Ruining Your Interviews

Let’s talk interviews. 

As a recruitment partner working across the U.S. food and beverage industry, we hear the same complaint from candidates again and again: employers forget that interviews are a two-way street. 

Yes, the candidate is there to sell themselves- but so are you. This shouldn’t be treated like a transaction.  

In the modern job market, 83% of candidates say the interview experience can make or break their opinion of a company, even minor missteps can leave a lasting impression. And when the competition for top talent is this fierce, that impression matters. 

 So, what’s turning candidates off? 

It’s often the basics: 

•  Starting the interview late – without acknowledging it 

•  Interviewers appearing disinterested, rushed, or unprepared 

•  No clarity on the process or next steps 

•  Lack of warmth or professionalism from the interviewer 

Candidates don’t forget how they were treated. In fact, a survey found that 52% of job seekers declined a job offer due to a poor experience during the hiring process. That’s not just a missed opportunity, it’s a preventable loss. 

 The Panel Interview Trap 

Panel interviews can be a great way to assess collaboration, but only if done right. Candidates are sharp observers.  

They notice when: 

•  Panel members talk over each other  

• There’s tension or contradiction between team members 

• Micro-expressions of annoyance or disengagement slip through 

These behaviors don’t just make things awkward – they reflect poorly on your internal culture. If your interviewers can’t get on the same page, what does that say about how your team works together day to day? 

Assignments & Assessments: Fair Game or Free Labor? 

Yes, asking candidates to complete a task or demo their skills can be incredibly helpful. But be cautious and consider: 

• Is the task proportionate to the role? 

•  Are expectations clear? 

•  Does it genuinely reflect what the job entails? 

If candidates feel they’re doing free work rather than demonstrating ability in a fair, controlled environment, they will walk away and in some cases, they’ll share that frustration publicly. And with all the social media exposure at our fingertips, that can damage your employer brand fast. 

 A great interview should feel like a productive, engaging conversation—not an interrogation. Even if the candidate isn’t the right fit, you still want their takeaway to be” “That was a great company to interview with.” 

 Because word travels – especially in a world where we are all at the mercy of social media and review platforms like Glassdoor. And in a tough hiring landscape, your reputation as an employer matters. 

Until next time. You know where to find us.