5 interview mistakes that scare off top talent
A job interview is a key moment, both for the candidate and the recruiter. The candidate experience plays a major role in a company’s appeal. A poor interview can dissuade talent from joining your teams, regardless of the quality of the position on offer. In 2025, when candidates’ expectations are higher than ever, here are the 5 mistakes you absolutely must avoid if you don’t want to scare them away.
1. Not keeping to interview times
Time is a key element in the candidate experience. Just as recruiters expect candidates to arrive on time, candidates expect to be received punctually. A slight delay is acceptable if it is justified and accompanied by an apology. On the other hand, excessive lateness or an interview cut short for no good reason reflects badly on the company. If something unexpected comes up, reschedule the interview rather than rushing it.
2. Arriving unprepared
A recruiter who has not taken the time to read the candidate’s CV or who no longer remembers the position in question sends out an image of negligence. Preparing for an interview means not only knowing the candidate’s background, but also tailoring the questions to their profile. This shows that the company really values the time and skills of the person interviewed.
3. Lack of attention and distractions
Nothing is more frustrating for a candidate than to have the impression of speaking in a vacuum. Looking at your phone, answering emails or being elsewhere mentally during the interview is a lack of respect. To establish a real dialogue and put the candidate at ease, be fully present, listen actively and take notes if necessary.
4. Poor management of speaking time
An interview is an exchange, not a monologue. A recruiter who monopolises the conversation prevents the candidate from expressing themselves and highlighting their skills. Conversely, a heavy silence can make the interview uncomfortable. Ideally, speaking time should be divided evenly: around 60% for the candidate and 40% for the recruiter. Let the candidate develop his or her answers and reopen the discussion with relevant questions.
5. Putting too much pressure on or destabilising the candidate
Asking complex questions to assess a candidate’s ability to adapt can be useful, but overdoing it can create an atmosphere of anxiety. Too much stress can demotivate a candidate, especially at a time when well-being at work has become a priority. Favour a climate of benevolent and constructive exchange, and offer feedback at the end of the interview to provide an enriching experience.
Avoiding these mistakes in interviews is essential to attracting and retaining the best talent. A respectful, well-prepared and caring recruitment process reflects positively on your company and enhances its appeal. By offering a carefully thought-out candidate experience, you maximise your chances of recruiting quality profiles and establishing a relationship of trust right from the first meeting.
