Interview Dos and Don’ts

Interviewing job applicants is an important step in any recruitment process, but according to research from SHL 42% of candidates reject job offers due to negative interview experiences.  So how can you provide a positive experience for candidates, making it more likely your top candidate will accept their offer?

Consider your candidates your “customer” and be sure you’re providing them a wonderful customer experience!

Do’s Don’ts

Arrive on time (be early!) Make your candidate wait

Consider the environment Be unprepared

Greet your candidate Jump right in

Tell them what to expect Leave them guessing

Read their resume/CV ahead of time Ask them to summarize it

Stay focused on the position Ask illegal or inappropriate questions

Know what you’re looking for Be unsure of what the role requires

Tell them next steps Make them ask

Leave room for questions Make the interview one sided

Follow up Ghost them

Arrive on Time

Whether you’re conducting your interview virtually or in person, be sure you arrive early, ideally before your candidate arrives.  If scheduling several interviews back-to-back ensure you have a buffer between them in case you run a little over.  

Consider the Environment

If this is a virtual interview, are you prepared to give directions on screen sharing or using whiteboard features if appropriate for your interview?

If in person, do you have a quiet place where you can talk?  Do you have a whiteboard, screen, or other resources necessary for the interview?  Consider having things like water or coffee available.  Ensure you have enough chairs for everyone participating.  Be mindful of whether or not your space is accessible should your candidate arrive and require that.

Greet Your Candidate

Whether online, at the office, or in a coffee shop be sure you greet your candidate when they arrive.  If you have someone at a front desk, ensure they are greeting your candidate as well.  Welcome them to the interview and ask them how they are or how their drive in was.  If at the office consider giving them a tour of the building and the place they will be working.

Tell Them What to Expect

Let your candidate know the format of your interview.  Will it be more of a conversation or direct questions?  How long you have allotted to meet with them.  Are you comfortable with questions throughout the interview or would you prefer they wait until the end?  Even if some or all of this information was provided in their interview invitation it’s a good idea to mention it again and it will help to calm any nerves.

Even if you realize early on that they aren’t your top candidate it is important to stay engaged in the interview, take the length of time you anticipated, and be respectful.  They could be a great fit for another position in the future or refer someone else to you as a future hire.

Read Their Resume/CV Ahead of Time

In addition to having standard questions you ask all candidates for this position, be ready for your interview by knowing who you’re meeting with.  Ensure you’re familiar with their background and have some key questions ready to ask about their prior experience and credentials.  

Stay Focused on the Position

While it is important to get to know your candidate there are some topics that are off limits.  A good rule of thumb is to stay focused on the position and ensure your questions pertain to the role and ability to do the job itself.  You should not ask candidates about things that could be considered discriminatory such as their race, ethnicity, age, marital or family status, gender identity, sex, sexual orientation, religion, national origin, veteran status, medical conditions or health history, or their arrest record.  

Know What You’re Looking For

A common complaint among candidates is that the interviewer wasn’t knowledgeable about the position for which they are hiring.  Even if you will not be the supervisor for a role you are interviewing for, be sure you understand what is necessary to fill this role, what the day-to-day responsibilities of the position will be, and be prepared to speak to any technical questions or skills required as well.  

Tell Them Next Steps

Candidates like to know what to expect so be prepared to let them know what your timeline for hiring is, if there will be additional interviews and if so with whom, and when they can expect to hear from you about their status in the hiring process.  

Leave Room for Questions

Remember that an interview is not just so you can get to know the candidate but also so they can get to know your company.  The candidate is interviewing you as much as you are interviewing them.  You can also learn a lot from a candidate by the type of questions they ask.  Have they done their homework on your company?  Do they ask questions that show genuine interest in the position?  Are they asking questions you’ve already answered?

Follow Up

Be sure you follow up with your candidates to either let them know that they are moving on in the process or that you’ve chosen another candidate.  If you told them you would follow up by a certain date, be sure you do that, even if it’s to let them know you need a few more days.  Candidates want to know where they stand and your follow up helps them to know they are important.  This also speaks to the culture at your company and what they can expect if they join your team.

Remember, even if they aren’t your top candidate they can still leave a review for your company, you want to make sure they want to leave a good one!

There is a lot to keep in mind when conducting an interview!  Reach out to us for HR Support if you’d like to discuss your interview tactics and how to refine them, or if you’d like to take the pressure off and only have to conduct a few final interviews.  Either way, we’re here to help make this process an easier one!  

Schedule a FREE Consultation to see how we can help.