Earlier this year, I came across the BBC article titled “Worst-ever job interviews: ‘We had to crawl and moo’.” It got me thinking about the profound impact our hiring practices have on both candidates and our brands.

The stories shared in the article range from bizarre to downright discriminatory:

• Fake cancellations as “tests”
• Candidates asked to crawl and moo like cows
• Ageist questions about retirement plans
• Discriminatory pay offers based on heritage
• Inappropriate questions about family planning

Shared best practices

These experiences are more than just awkward moments – they’re missed opportunities and potential brand disasters. Some of the best practices I have seen are:

• Structured interviews with consistent questions for all candidates
• Transparent processes (kudos to John Lewis & Partners for sharing questions in advance)
• Focus on relevant skills and experiences
• Respect for candidates’ time and dignity, that includes giving structured, constructive and actionable feedback.

Some of the worst practices to avoid I believe are:

• Obviously any form of discrimination (age, gender, ethnicity, etc.) and consideration for any bias or adverse impact that may be at play in your process
• “Gotcha” moments or unnecessary stress tests
• Irrelevant tasks that don’t show job requirements
• A lack of preparation or respect for the candidate’s time

The Lasting Impact:

Remember, every candidate is a potential ambassador for your brand. A positive interview experience can create goodwill, even if the candidate isn’t hired. Conversely, a negative experience can damage your reputation far beyond just one potential hire.

I recommend considering these three points:

• How many people does a candidate tell about their interview experience?
• How does this affect your talent pipeline in the long run?
• What’s the potential impact on consumer perception if these stories go public?

If you aren’t getting feedback on your hiring process from candidates, you are missing out on valuable insights.

In my experience, companies that prioritise respectful, transparent, and relevant hiring practices not only attract better talent. They also enhance their overall brand perception.

What’s your take?

Have you experienced or seen particularly good or bad interview practices?

How do you think these experiences impact a company’s brand and success?

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🚀 Simon Gomez, Founder & Director at GMZ & CultureTrak | Talent strategy expert | Future of work enthusiast. 💡 20+ years transforming how companies attract & keep top talent.

Discover how we’re revolutionising talent strategies: www.gmztalent.uk | 👥 Follow GMZ & CultureTrak on LinkedIn | Facebook | YouTube