As the interviewer, you have a daunting task to ensure the candidate’s skills, talent, and experience meet the job requirements. You also need to ensure their personality fits your company culture. Then there are concerns of illegal questions and body language that might send the wrong message (or worse) if you don’t closely monitor yourself during the interview.
If you’re not yet overwhelmed, this article outlines tips of what interviewers should and should not do before, during, and after an interview. It also provides guidelines for conducting effective interviews to help you create a fair and positive experience for every candidate.
While some of the following tips may sound like common sense, they are oftentimes forgotten — especially when managers are in a rush to hire more employees.
When interviewing several different candidates, make sure you ask the same questions from one candidate to the next. This not only aids with comparisons, but it helps you avoid any claims of discrimination. (e.g. “Why did you ask the woman that question but not the man?”)
Set clear expectations that include timelines and next steps. Strive to create a welcoming environment to help candidates feel less nervous and maintain professional behaviors that align with what you would expect to receive in return.
When your attention gets diverted or you get antsy to ask your next question, remember to listen not only to the candidate's words but also to their tone of voice, as this can reveal confidence and sincerity. Write your thoughts in your notes, making sure to note key words or phrases from the candidate's responses, and refocus on the candidate.
While it’s impossible to anticipate every potential scenario, it’s important to tell the truth when asked a difficult or sensitive question about your company and the job requirements, and to ensure that such questions are answered clearly and completely.
Save yourself from a deceptive candidate and contact former employers listed on candidates’ work history BEFORE you make any hiring decisions. While some companies may have a policy that only permits verification of employment, confirm they really worked there when they said they did, with the job title(s) they listed.
Verify their education and contact their references, as well. Make detailed comments on your findings during reference checks to document candidate responses and key observations. More than 85% of employers have spotted lies on an applicant’s resume or job application, even in c-level executives’ resumes!
To prevent a negligent hiring claim, make an offer contingent on passing a background check. Keep in mind your process must comply with local, state, and federal laws that protect applicants and employees from discrimination. This includes getting the candidate's written permission to do the background check.
If there are flags on the background check, be sure to conduct an individualized assessment by considering how much time has passed since the offense. Consider if the offense impacts the job and inform the candidate if you take adverse action based on the results.
Estimate when you will be in touch with the candidate and then DO it. Remember to follow up with candidates after the interview, as neglecting this step can be seen as unprofessional.
Crafting effective interview questions is a crucial part of the interview process and can make the difference between a successful interview and a missed opportunity. Well-prepared questions allow interviewers to dig deeper into a candidate’s resume, uncover essential skills, and get a true sense of the applicant’s personality and fit for the position. The right questions also set the stage for a mutual exchange, turning the interview into a productive conversation rather than a one-sided interrogation.
To prepare for a successful interview, interviewers should research the company and the specific job requirements, then develop a list of interview questions tailored to the position. Here are some tips to help you create questions that will yield meaningful answers and insights:
Ask open-ended questions: Encourage candidates to elaborate on their experiences and skills. For example, “Can you describe a project where you had to solve a difficult problem?” This approach promotes active listening and allows you to take notes on both the content and the candidate’s communication style.
Use behavioral questions: Focus on real-life examples from the candidate’s past roles. Questions like, “Tell me about a time you had to adapt quickly to a change at work,” help you determine how the candidate handles challenges and change.
Keep questions neutral: Avoid leading questions in dialogue that hint at a preferred answer. Instead, use neutral language to get honest, unbiased responses.
Maintain consistency: Ask the same questions to all candidates for the same position. This ensures fairness and helps you compare answers objectively, making your hiring process more professional and compliant.
Take notes: Jot down key points from each answer, as well as observations about the candidate’s body language and eye contact. These notes will be invaluable when reviewing candidates after the interviews are complete.
Effective interview questions should also assess a candidate’s ability to think critically, communicate clearly, and demonstrate the skills essential for the job. Consider including questions such as:
During the interview, remember that your own behavior is just as important as the questions you ask. Maintain eye contact, smile, and use positive body language to create a welcoming and professional atmosphere. Stay composed, listen actively, and avoid interrupting the candidate’s answers. If clarification is needed, don’t hesitate to ask follow-up questions or provide examples to ensure your question is understood.
By preparing thoughtful interview questions and focusing on positive, professional interactions, you will can gain valuable insights into each candidate’s abilities and potential. This preparation not only helps you determine the best fit for your organization but also ensures that every applicant leaves with a positive impression of your company.
Whether you are pressed for time or anxious to get through your stack of interviews, be mindful of the following problem areas.
Prior to interviewing, review the candidate's resume in advance and know what the end result should look like. This includes cultural fit, the candidate's skills that are or are not essential, experience that may or may not be necessary, the key responsibilities of the position, the ability to work with a certain manager, and so on.
If you like a favorable trait about the candidate, such as their appearance or perceived interest in the role, don’t let this sway your judgment about their interview responses. The same can be true in reverse direction, where a bad impression may sway your judgment unfavorably. Make your hiring decisions objectively and without bias, regardless of a candidate's appearance or perceived interest.
Resist the urge to tell the candidate about yourself, your ideas, and your experience. Set your ego aside and focus on getting the information you need to learn about the applicant.
Allow the candidate to finish what they're saying. Interrupting them may deprive you of valuable information.
Part of being objective is spending equal amounts of time on each candidate. Scale your questions beforehand for the time allotted to interview and stay on target with each applicant.
Wait until after you have had a chance to compare all candidates before you allude to any hiring decisions. Remember, interviews are for gathering data to be analyzed after meeting with all scheduled applicants.
The interview process is critical for both the applicant and the employer to give a good, positive impression. If the applicant walks away after having a negative interview experience, you may lose a loyal customer and never get a second chance to fix it. (And you might even read about it online!)
To get a free copy of our comprehensive interview guide, please contact your certified HR expert. Not a current Stratus HR client? Book a consultation and our team will contact you shortly.