When Your Interviewer Is About as Prepared as a Chimp With a Tablet
Because yes, sometimes the real problem isn’t the candidate — it’s the company sitting across the table.
Hiring in Spain? Read this first.
If you're growing your business in Spain — or working with local partners — take a closer look at who's handling your recruitment.
Many interview processes here are still surprisingly informal. Vague roles, outdated job descriptions, chaotic conversations. The result? Good talent walks away — and you never even know why.
The 45-minute waste
Have you ever walked out of an interview thinking: “That was a complete waste of time”?
You showed up on time, prepared, dressed sharp. And the interviewer? They had no idea why you were there. They didn’t know the role, the structure, or the expectations. They asked nothing. Or worse — they asked you to explain the company back to them.
Bonus: the job post required fluent English… which they clearly didn’t speak themselves.
The company is wasting time
Yes, some interviews are awkward. But what’s worse is when it’s the company wasting the candidate’s time — not the other way around.
Are you doing the same?
If you're not treating interviews as strategic business decisions, you're not just wasting time — you're burning through potential. And your reputation is going with it.
If you don’t have an HR team, that’s fine. But that doesn’t mean you can wing it. Either learn how to do it well — or get help.
Checklist before your next interview
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✅ Prepare like a real candidate:
- Know the responsibilities, KPIs and reporting lines.
- Understand your company’s product, goals and culture.
- Define clearly what kind of mindset and skills you need.
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✅ Don’t fake English tests:
- If your level is low — admit it.
- Use a written test or bring someone qualified to assess.
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✅ Be honest about what you offer:
- If pay is average, offer growth and clarity.
- Don’t oversell. Don’t promise what you can’t deliver.
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✅ Make it a dialogue, not a monologue:
- Don’t repeat the CV. Go deeper.
- Ask better questions. Actually listen.
What happens when talent walks away?
You send the offer. They thank you politely — and say no. Why?
Because your process raised every red flag. And they went with the company that showed up ready.
Worse: when they accept, then leave
If they don’t reject you at the start, they’ll quit soon after. And that’s more painful. Here’s what they find:
- No structure
- No leadership
- No vision
- Toxic environment
- Empty promises
They quit. You restart. Your team notices. Morale drops. And you wonder why no one stays.
Empty slogans ≠ culture
“We don’t tolerate lateness.” “If you drop your pen at 5:30, this isn’t the place for you.”
These aren't values — they’re red flags. Especially when you're not talking about goals, performance, or growth.
The real cost of poor interviews
- Good people walk away silently.
- You look chaotic.
- Reputation tanks — word travels fast (faster than your CRM).
- Your employer brand suffers.
- You’re badmouthed by people who never even worked for you.
Final thoughts
A bad interview isn’t harmless. It’s a mirror of how your company works.
If you’re not sure what to look for, how to assess it, or how to communicate it — maybe don’t run the interview yourself.
And if you don’t have HR yet, that’s okay. Just don’t fake it. Ask for support.
“An interview isn’t a trap — it’s a potential alliance. Prepare like you’re hiring your next partner. If you don’t inspire, you lose. If you don’t listen, you fail. And if you improvise… don’t expect top talent to stick around.”
Ready to stop losing talent?
At Outsourcing Planet , we help growing companies run interviews that don’t scare candidates away. We design real, strategic, human hiring processes — that actually work.
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