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We often think of interview preparation only from the candidate’s perspective. After all, their chance of getting an offer often relies heavily on their interview performance. However, there are also high stakes for interviewers—especially when a key role needs to be filled.
Conducting a smooth, effective interview is critical to securing the talent you need. Beyond that, how you conduct an interview also says a lot about your organization’s culture.
Read on for our top interviewer tips to help you provide a positive candidate experience and secure your ideal employee in the process.
While interviewing likely isn’t your only job, candidates can tell when their interviewers are unprepared—and it leaves a negative impression. Instead of scanning their resume at the last minute, dedicate time before the interview to review the candidate’s application, their resume, and evaluate how it compares to the role.
At this point, you should have a strong idea of your must-haves and nice-to-haves. Does the candidate have the required experience and education? Is there something in their resume that you’d like them to clarify or expand on? What about details not in their resume? Studying their application beforehand ensures you enter the interview with a clear expectation of what you hope to learn about them.
Interviews are often uncomfortable for all parties involved. Candidates feel pressure to show they’re the best person for the job while hiring managers want to ensure they secure the right person.
During the interview, help interviewees feel at ease. This could be through your body language (e.g., smiling and eye contact) or leading with informal small talk and a brief agenda of how the interview will run. Doing so can help their personalities emerge—perfect for determining whether they’re a good culture fit. Additionally, be sure to provide the appropriate accommodation for applicants with disabilities.
Prepare relevant questions to ask ahead of time, prioritizing those that reveal traits and experiences not in their resume. A good rule of thumb is to ask open-ended “W” questions (who, what, where, when, and why) to prompt more insightful answers. This way, you avoid simple “yes” or “no” responses.
Some of the best interview questions to ask candidates include:
While you may want to hold out for your ideal candidate, prolonging the hiring process until you encounter them can do more harm than good. A vacancy left too long may burn out your existing team and prevent overall growth within your business.
If you encounter a candidate with high potential, consider inviting them to a screening interview. Even if they don’t check all your boxes, meeting with them can help you determine whether they’re suitable for the role, personality and qualifications-wise. Plus, if the skills they lack are easily trainable, investing in their growth can improve retention in the long term.
Learn more about the importance and benefits of flexibility when hiring
According to our research, 49% of workers say the most frustrating part of the interview process is the lack of feedback from recruiters.
Providing prompt feedback shows you respect candidates’ time and effort, especially those who are further along in the interview process. It also leaves candidates with a positive impression of your organization. Bonus points if you share your reason for not moving forward with their candidacy!
Whether other tasks are taking up your time or you’d like more tailored interview advice, we can help. Our recruitment experts provide value at every stage of the hiring process.
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