Candidates will often have several options when they are job hunting and making sure that you are securing the right talent for your organisation is integral to the success of your company, so getting the interview process right is key.
As well as giving you a chance to assess the candidateā€™s suitability, the interview process allows the candidate to know more about your business, culture, expectations and ethos. Ensuring you are creating a positive impression will increase the chances of star candidate saying yes at that crucial offer stage.
Prepare the interview questions
- Tailor questions to the role
While some interview questions are more generic, make sure to develop questions that are specific to the role. Consider asking about relevant skills, work experiences, and hypothetical scenarios that are likely to occur in the role. - Behavioural questions
These questions can help you understand how the candidate handles challenges, teamwork, and problem-solving. For example:- “Can you describe a time when you had to work under pressure?”
- “Tell me about a time when you resolved a conflict within a team.”
Create a comfortable environment
- Set the tone for the interview
The candidateā€™s experience of the interview process reflects on your companyā€™s culture. Start with a warm greeting and some more informal conversation to help the candidate relax. A comfortable candidate is more likely to open up and provide thoughtful, honest responses. - Be respectful
Actively listen, and make sure to maintain a respectful and professional tone throughout the interview. This fosters a positive interaction, regardless of the outcome.
Be clear about the job expectations
- Clarify the role
Be very clear about the responsibilities of the role, including more general responsibilities and longer term objectives. Discuss key expectations and goals for the role, as well as any challenges the person in the role might face. - Explain the reporting structure
Confirm who they are reporting to, and provide an overview of how the team is structured. This gives the candidate a clearer picture of where they will sit within the team and potential for further progression.
Listen actively
- Give candidates time to answer
Avoid interrupting and make sure you fully understand their answers before moving on to the next question. Allow the candidate to expand on their answers, and ask follow-up questions to dive deeper into their experiences. - Observe non-verbal cues
Pay attention to the candidateā€™s body language, tone, and facial expressions. These can provide valuable insights into their level of confidence, enthusiasm, and whether they are a good cultural fit.
Assess cultural fit
- Beyond skills
Skills are important, but so is a candidateā€™s ability to fit within your companyā€™s culture. Ask about their preferred working style, how they handle feedback, what management style they prefer and how they approach collaboration. This helps ensure that they will integrate well with your team. - Values alignment
Weigh up whether the candidateā€™s values align with your companyā€™s core principles. For example, if your organisation values innovation, ask how the candidate approaches problem-solving or embraces new ideas.
Be transparent about the process
- Set expectations for the candidate
Make sure the candidate understands the next steps in the process, if there will be additional rounds of interviews and when they can expect feedback and or a decision. - Be honest about the role
Express if there are challenges associated with the role, if there are tight deadlines or high pressure at certain times of the year, be upfront about them. This transparency will help the candidate make a more informed decision about whether the job is a good fit for them.
Provide constructive feedback
- Offer feedback
Provide feedback to candidates after the interview where possible, especially if you wonā€™t be moving forward with them. A brief email with constructive comments can help them improve for future interviews, and it will aid in your employer branding. - Keep it professional
When providing feedback, focus on specific areas where the candidate can improve, rather than personal criticisms. Constructive feedback is invaluable and can help build a reputation as an employer who cares about the development of talent.
By following these tips, both candidates and employers can ensure that interviews are more effective, professional, and ultimately successful. The goal is to foster a mutually respectful environment where both parties feel confident about the decision-making process.
