Best Practices for Great Interviews

 
 

If you are a recruiter or hiring manager your interviewing skills can make all the difference in building a stellar team. Let's explore some best practices to help you conduct interviews that are both effective and enjoyable for you and the interviewee.

Create a Welcoming Atmosphere

First impressions matter! Start by greeting candidates warmly and making them feel at ease. A friendly smile and a brief chat about their journey to the office can help break the ice and calm nerves. Remember, a relaxed candidate is more likely to showcase their true potential.

Prepare, Prepare, Prepare

Nothing says "we value your time" like being well-prepared. Review the candidate's resume thoroughly, prepare relevant questions, and have a clear understanding of the role you're hiring for. This preparation not only makes the interview more productive but also demonstrates professionalism to the candidate.

Ask a Mix of Questions

While it's important to assess skills and experience, don't forget to explore the candidate's personality and cultural fit. Interview questions usually fall into one of four categories: personal, motivational, technical, and behavioral.  Make sure you have a mix of these types of questions to get a well-rounded view of the candidate. For example, "Tell me about a time when you had to adapt to a significant change at work" can reveal a lot about a person's flexibility and problem-solving skills.  Make sure that all of your questions are relevant to the position you are hiring for and will not make the candidate uncomfortable.

In addition to commonly asked questions, consider these less often used interview questions:

  • How will you tackle X specific project expected of the role?

  • Tell me about a time you disagreed with a manager’s instructions or point of view in the workplace. What did you do?

  • How do you define success?

Listen Actively and Take Notes

Show genuine interest in what the candidate is saying by practicing active listening. Take notes, but maintain eye contact and engage in the conversation. This approach helps you remember important details and shows the candidate that you value their responses.

Provide Clear Information About the Role and Company

In addition to being time for you to gather information about a candidate, interviews are also a candidate’s time to learn more about your organization and evaluate whether your organization is right for them. Be transparent about the position, company culture, and expectations. This is your chance to sell the opportunity to the candidate, but it's equally important to give them an accurate picture of what working at your company entails.

Allow Time for Questions

Always leave time at the end of the interview for the candidate to ask questions. This not only gives them valuable information but also provides you with insights into what's important to them.

Follow Up Promptly

After the interview, send a thank-you email and provide clear information about what the candidate can expect next in the process. Timely follow-ups show respect for the candidate's time and keep them engaged with your company.

Remember, the interview process is a two-way street. By implementing these practices, you'll not only identify the best candidates but also leave a positive impression of your company.

Chew On This:

What is one thing you could implement that would improve future interviews in your organization?