5 Common Misalignments Between Employers and IT Candidates During Interviews

In today’s highly competitive IT talent market, interviews are no longer just a session where the employers interview their future employee — they’re a two-way conversation. Both employers and candidates come to the table with expectations, but even small misunderstandings can lead to missed opportunities for both sides.

At Cathcart Technology, we partner closely with both organisations and top tech professionals. We often witness subtle (but impactful) misalignments that occur during the interview process.

Here are 5 of the most common and how to bridge the gap.

1. Employers expect candidates to be fully prepared vs. Candidates expect the company to clarify the role in detail

While most candidates do their research, job descriptions can sometimes be too generic. This can lead to misunderstandings about the role’s scope or business priorities. The good practice for this is to take time to clearly communicate the role’s context and expectations, and encourage candidates to ask questions freely.

2. Candidates care deeply about company culture vs. Employers focus heavily on technical skills

While skillset is important, many candidates care more about team dynamics, leadership style, and work-life balance. Interviewers should give candidates a clear picture of your team’s values, culture, and how people collaborate. It’s often what makes or breaks their decision.

3. Employers value proactivity vs. Candidates hesitate to ask questions out of politeness

Some candidates stay quiet to avoid seeming too forward, especially in Thai culture, but employers may interpret this as a lack of interest. Interviewers can open the door by saying, “Do you have any questions about the role or our team?” This small prompt can go a long way.

4. Candidates aim for honesty vs. Employers look for answers that align with the role

Many candidates give open, honest answers such as “I’m looking for something new” without linking it to the job. The candidates should align their motivations with the role’s purpose, it creates a more meaningful and productive discussion.

5. Candidates expect post-interview updates vs. Employers go quiet if the answer is no
Candidates often wait to hear back after interviews, assuming no news means rejection. Meanwhile, some employers may still be deciding or don’t communicate next steps clearly. Share your timeline for decisions, and let candidates know if they’ll only be contacted if successful—clarity is better than silence.

Interviews aren’t just about evaluation — they’re about alignment.

At Cathcart Technology, our goal is to help both companies and candidates move beyond surface-level conversations and into meaningful partnerships that last.

Content by Cathcart Technology Team

14.07.2025