Many interviewers, either out of ignorance or due to lack of proper understanding of bad interviewing techniques and skills ask questions or try to probe details that remain inappropriate, uncalled for, out of context, and at times even illegal.
Companies selecting candidates based on religious beliefs, race, personal preferences, marital status, ethnicity, age, and other factors invite the provision of anti-discrimination laws, and unless such questions are unavoidable for the nature of the role, avoid asking such questions at the interview. For instance, a position as a church-head of a religious denomination would obviously require the interview to probe about the candidate’s religious background and affiliation, but the interviewer has no business to do so when the job is that of a general marketing executive.
Interviewers looking down on the candidate’s achievements, ridiculing their statements, making sardonic statements, criticizing opinions, and ignoring their statements by talking on the phone during the meeting, all remain uncalled for, even if the candidate's replies provide a strong case for doing so. Such antics attract a bad reputation that may haunt the company later on. Similarly, avoid over-use of humor.
Many interviewers fail to understand the fact that a good interview is a two-way process of exchanging information, and involves a more healthy discussion rather than a question and answer session. Understanding this fact goes a low way in improving both the quality and the effectiveness of interviews.