1. I know it all:
Sometimes, recruiters ask questions related to the domain just for the sake of asking to display their capability of doing so, with follow up questions any sensible candidate understands this defect, which signals a wrong message. Roping in a colleague having domain/technical knowledge into the interview panel is the most suitable way to conduct an interview.
2. Robotic questions:
Often recruiters carry a handout with questions to ask candidates and they end up following strictly the same. Instead the important questions should be covered and the flow of interview should remain continuous.
3. No homework:
Sometimes recruiters conduct interviews without reading the resume at least once. Missing this opportunity means a blunder, which means you may end up asking the question which already has an answer in the resume.
4. Wrong metrics:
This is the biggest problem among recruiters. Some believe interview is all about to test candidate’s knowledge and skills. That’s not all, interview is primarily a discussion session to find whether the organization fits the candidate and vice versa.
5. Fail to sell:
Usually interviews start with bombarding of questions from recruiters and then open for the questions from candidate, what else can be more dangerous than this. Interviews are the only chances where recruiters and candidates communicate directly so recruiters should present the brand of the company to create impression and allow questions to erase any doubts and then take the usual course.