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Have you invited dozens of candidates for interviews only to find that nobody is worth employing? Well, blaming the fact that there is no talent in the market today is one option. Another option is to take a look at the person conducting the interview to find out whether he or she is committing these mistakes.

Intimidating the candidate

This mistake occurs without even a conscious effort on the part of the person conducting the interview. The person approaching the panel is already nervous and scared of making a mistake. A few brusque and curt statements all it takes to make the candidate feel intimidated. Is your office filled with people who are rude to each other all the time? If not, why be rude during the interview? Try to create a friendly environment in the interview where the person can do to his or her best potential.

Being too demanding

The person attending the interview is not interested in groveling for a job. Being too demanding and too difficult to please can also backfire. Offering a pittance and demanding the best talent in the world is just not going to work. It is important to know your requirements and necessities. There is no point in rejecting a good candidate simply because you feel he or she should be better.

Paying too smaller salary

This is a fundamental mistake that occurs because the employer is not in sync with the expectations of the labor pool. Try contacting a few people whom you had interviewed and find out whether they liked the payment you offered. If you consistently hear complaints about low payment, perhaps you are paying far too low for the level of talent and skill you demand.