When discussing interviews, much attention is given to how candidates can make a good impression. However, the interviewer's behaviour can often make or break the experience for both parties. We recently ran a LinkedIn poll to explore what interviewees consider the biggest red flags during interviews. Here’s what we found:
• Interviewer using their phone: 44%
• Interviewer keeps interrupting: 29%
• Interviewer is late: 18%
• Interview held in public: 9%
These results reveal the importance of respect, focus, and professionalism during the hiring process. But the issues highlighted in our poll are just the tip of the iceberg. Let’s dive deeper into what makes a bad interviewer and how it can be avoided.
Top of the list in our poll was the interviewer being distracted by their phone. This behaviour sends a message that the candidate's time and efforts are undervalued. Similarly, arriving late shows poor organisation and can set a negative tone.
Solution: Treat interviews as a priority, just as you expect candidates to. Arrive prepared and eliminate distractions.
Interrupting candidates, as highlighted by 29% of poll respondents, demonstrates a lack of active listening. It not only frustrates the interviewee but can also lead to missed insights about their qualifications.
Solution: Practice active listening. Ask clear, concise questions, and allow candidates to respond fully before interjecting.
While less common, holding an interview in a public space can make the process uncomfortable and unprofessional. A noisy or distracting environment may inhibit candidates from performing their best.
Solution: Ensure interviews are conducted in private, quiet settings conducive to open dialogue.
An interviewer who hasn’t reviewed the candidate’s CV or is unfamiliar with the role reflects poorly on the organisation. Candidates may feel undervalued and question the company's overall culture.
Solution: Take time to understand the candidate's background and the job requirements. This not only makes for a smoother interview but also builds credibility.
Overly critical or hostile questioning can intimidate candidates and hinder their ability to showcase their skills. While challenging questions are important, they should always remain respectful.
Solution: Create a balance between probing questions and a supportive atmosphere to encourage open and honest discussion.
These are just a few of the potential ways that poor interview techniques can alienate candidates - here are some real stories sourced from around the web of some truly terrible interviewers:
“I walked into an interview where the hiring manager didn’t even look up from his computer. He made me stand for the first 10 minutes while he typed. When he finally looked up, he said, ‘Convince me why I should care about you.’ I politely said I didn’t think this was the right fit and left. He emailed later saying I ‘failed the respect test.’”
“I had a great first round, got called for a final interview. During the meeting, I overheard someone in the hall congratulating another candidate for ‘getting the job.’ The manager interviewing me clearly just wanted to check a ‘we interviewed multiple people’ box. They went through the motions for 20 minutes, asked me two generic questions, then ended it.”
“The interviewer took me to a bar for a ‘casual culture fit chat.’ He ordered whiskey and kept pushing me to drink. When I said I didn’t want any, he said, ‘We like people who can relax — you might not vibe here.’ I didn’t get the job, and I didn’t want it.”
“I got a ‘short test project’ — redesign their landing page. I spent 6 hours making something beautiful. They loved it… and then ghosted me. A month later, I saw they’d launched my exact design (with minor edits).”
“Three people interviewed me together. They kept arguing with each other during my answers. One rolled his eyes whenever I mentioned anything. Another literally said, ‘That’s not how we do it here,’ mid-sentence. It felt like I was watching a live workplace meltdown.”
Lesson: Group dynamics in interviews often reveal how the team actually functions — and whether it’s worth joining.
I showed up expecting a one-on-one chat about the position. Instead, they herded about ten of us into a conference room and said, “You’ll each introduce yourselves and tell us why you’re the best.” They actually scored our introductions on a whiteboard while we watched. It felt more like a reality show audition than a job interview. I left halfway through, and no one even noticed.
They said they wanted to “simulate” a difficult customer call. The manager started yelling, interrupting, even calling me names to “see if I’d break under pressure.” I stayed calm for about a minute before standing up and saying, “This isn’t a test — it’s harassment.” He actually looked surprised when I walked out.
