How to: Deliver a great interview experience
We get it…
Interviewing candidates can seem overwhelming and time consuming but with a little preparation and the right approach, you can maximise your time, gain valuable insights, and leave a positive impression on potential hires. Here’s a guide to delivering a great interview experience that benefits you, and the candidate and your company’s employer brand.
Be Prepared
It may sound like a given, but preparation is often overlooked.
Read over the CV beforehand. Who are you meeting and why?
Walking into an interview without a plan can lead to surface-level conversations that don’t provide the depth of insight you need. By taking the time to review the candidate’s CV and application beforehand, you can focus on exploring their experience and skill set in greater detail. This not only helps you understand their suitability for the role but also shows the candidate that you’re invested in the process. You never get a second chance to make a good first impression!
Structure the Interview
A structured interview leads to better outcomes for both you and the candidate. Draft a clear agenda before the interview, outlining key points you want to cover. This could include specific skills or experiences you want to explore, and be sure to allow time for the candidate to ask their own questions.
At the beginning of the interview, take a moment to explain the structure to the candidate. This helps set expectations and allows the conversation to flow smoothly.
Set the Scene
Creating a welcoming atmosphere is essential. Start by being on time and showing up as your authentic self; friendly, confident, knowledgeable, and attentive. Begin with a few minutes of informal chat to break the ice and make the candidate feel comfortable. This approach not only eases nerves but also encourages a more open and genuine discussion. Remember, candidates should leave the interview feeling valued.
Ask the Right Questions
Crafting thoughtful, open-ended questions is key to understanding a candidate’s competencies, values, and cultural fit. Ask them to draw on their past experiences with questions that begin with “How,” “Why,” or “Can you explain?” For example, “Can you give me an example of a time you had to prioritise a number of competing tasks on a tight deadline?” this allows you to gauge probable future behaviour. These types of questions encourage detailed responses and provide deeper insights.
To further validate their answers, don’t hesitate to follow up with more direct questions - such as When/Who/Where? “When did this happen?” or “Who was involved?” This approach helps you gather concrete evidence of their abilities.
Share & Excite
Remember, it’s a competitive market out there. As much as you’re evaluating the candidate, they’re also evaluating you and the company. Take this opportunity to sell your organisation—highlight your team’s achievements, recent successes, and the exciting projects they could be a part of. Explain the company culture, values, and any perks that make your workplace stand out. This is your chance to inspire them and have them leave wanting to join your team!
Encourage Two-Way Conversations
Interviews should feel like a conversation, not an interrogation. Encourage the candidate to ask questions. Be prepared with thoughtful answers that will leave them excited about the possibility of joining your organisation. A strong, two-way dialogue creates a positive experience and gives the candidate a better sense of what it’s like to work with you.
Thank & Close
As the interview wraps up, make sure to cover any final remarks or questions. Set clear expectations about the next steps in the process. If you’re unsure about timelines, be honest about it—better to manage expectations upfront than disappoint later. And of course, thank the candidate for their time and effort. What may seem like a “casual chat” to you, likely received hours of preparation from the candidate. A sincere thank-you leaves a lasting impression.
You can create an interview experience that is both productive and enjoyable. Remember, interviews are not just about assessing candidates—they’re also about making your organisation the place they want to be!
If you’re looking for more tailored advice on how to conduct great candidate interviews, are interested in finding out current salary brackets, or you’re looking for your next team member – feel free to reach out to any of our talent partners.
