25 Interview Mistakes Hiring Managers Should Avoid in 2025

We hear it every day—not candidates, but hiring managers—totally blowing it when it comes to the interview. The interview is not just about assessing candidates; it’s also an opportunity to represent your company to potential candidates in the best light possible. Mistakes during an interview can alienate top talent, hinder the decision-making process, damage your company’s reputation, and land you in court.

To help you avoid pitfalls in 2025, here’s a list of 25 things you should never do or say when interviewing a candidate.

1. Asking About Illegal or Discriminatory Topics

You would think this is a no brainer, but you would be surprised how often hiring managers will tackle topics like religion, marital status, age, sexual orientation, or plans for having children. Even off the record, these are not only irrelevant to the job but are also illegal. Avoid these topics entirely.

2. Beginning the Interview Unprepared

Starting an interview without any knowledge of the candidate’s resume or background not only signals a lack of interest, but also reflects poor preparation and organization on your part. It can make the candidate feel undervalued and question the seriousness of the opportunity. It will also limit your ability to ask relevant, meaningful questions. Taking the time to review applications beforehand shows respect and sets the stage for a more productive discussion. Also, make sure you know the ins and outs of the position you are hiring for. Nothing is more off putting to a candidate than a hiring manager who doesn’t know the job or is shuffling through papers.

3. Monopolizing the Conversation

Interviews should be about learning more about the candidate, not dominating the dialogue. Avoid talking too much about yourself or the company without giving the candidate a chance to speak. You’re there to evaluate their skills and fit for the company. Practice active listening and ask open-ended questions to encourage the candidate to share more.

4. Asking Generic or Cliché Questions

Asking generic or cliché questions such as “Where do you see yourself in five years?” or “What are your greatest strengths and weaknesses?” may not provide any valuable insights about the candidate’s abilities or personality. Instead, try asking specific and situational questions that relate directly to the job at hand. Ask about accomplishments and what the candidate is most proud of. Get them talking. This will give you a better understanding of how the candidate thinks and approaches problem-solving.

5. Being Distracted

Checking your phone, answering emails, or interrupting employees shows disinterest and is off-putting to candidates. Treat the interview as an important meeting. You are about to make a big ongoing investment decision based on this. So, it is in your best interest to be completely focused. Silence your calls and make sure everyone knows you will be unavailable.

6. Forgetting to Explain the Role Clearly

If the responsibilities of the role are vague or inconsistent, candidates may feel uncertain about what’s expected of them and whether they’ll be set up for success. This lack of clarity can leave them confused and questioning not only the role itself but also your company’s overall direction and organization.

7. Critiquing Past Employees or Competitors

Comments that belittle past employees or competitors reflect poorly on your professionalism and might discourage candidates from joining your company. It will make them wonder if the company culture is a toxic one.

8. Failing to Sell the Role and Company

Remember, high-quality candidates often have multiple opportunities to choose from, making them highly sought after in competitive job markets. They are interviewing you as well. Failing to position your company as an exciting and rewarding opportunity is not just a missed chance to secure top talent—it’s a missed chance to bring in individuals who could drive innovation, growth, and long-term success for your business. Ensure your company stands out by communicating your unique culture, benefits, and opportunities for professional development.

9. Neglecting to Discuss Company Culture

Even the most qualified candidate will not last if it isn’t a cultural fit. Candidates care deeply about workplace culture—just look at all the posts on LinkedIn about toxic work environments and the impact they have on employees. A company’s culture speaks volumes about its values, how it treats its associates, and its overall work environment. Don’t fail to mention things like company values, team dynamics, or opportunities for growth. Highlighting these aspects can make all the difference in attracting top talent who want more than just a paycheck—they want a workplace where they feel valued and supported.

10. Overemphasizing the Candidate’s Weaknesses

While assessing weaknesses is essential, dwelling excessively can feel combative. Strive for a balanced conversation that highlights strengths as well. Ask instead how the candidates will address any weaknesses you may see.

11. Making Snap Judgments

First impressions can often be misleading, as they only provide a surface-level glimpse of someone’s personality or skills. It’s important to give candidates a fair chance to fully present themselves before forming any conclusions.

12. Not Actively Listening

Interrupting a candidate or failing to address their points not only demonstrates a lack of respect but also signals that you may not be fully engaged in the conversation. This can leave a negative impression, making the candidate feel undervalued or unheard, which could impact their overall perception of the organization. It also may make them question if they can work for you as a manager.

13. Neglecting to Provide Structure

A poorly structured interview with no clear flow can leave candidates feeling confused and uncertain about what to expect. This lack of organization makes it harder for candidates to show their skills effectively. Worse, it also gives the impression that the hiring process is disorganized and unprofessional, potentially deterring top talent from joining your team.