Do’s and Don’ts When Interviewing A Candidate
When I think back to my training in recruitment, no one formally taught me how to interview. It was a skill I have had to finesse over the years, more often than not learning from my mistakes.
If, like me, you are required to regularly interview candidates, you’ll have had your fair share of disasters. Whether it’s accidentally offending someone, scrambling your candidates, or just not conveying the true nature of the job, we have all had a few trainwrecks. Fair to say it’s not just the candidates who can get nervous before an interview!
On the other end of the spectrum, regular interviewing can also cause a sense of new person fatigue. When facing a long line of candidates, it’s not uncommon for your energy levels to drop and enthusiasm wanes as person after person walks through the door. It can be easy to forget that for the person on the other side of the interview table, this will be their first interaction with yourself, the company, and the position.
As Q1 heats up and new positions continue to roll in, I thought I’d put together my key ‘Do’s and Don’ts’ for your interviewing process. Hopefully this can act as a quick refresher before your next meeting, and refocus your energy on the exciting new candidates heading your way.
DO:
- Give yourself adequate breaks between interviews. Slot in fifteen to thirty minutes to pause, get a drink, and re-read the CV/notes for the next candidate. A fresh mind will receive your next candidate in a much more cheerful and energetic manner.
- Create the right environment. A calm, quiet place without interruptions or distractions is absolutely crucial. Your candidate will relax and engage on a much deeper level if they know they have your full attention.
- Research before the interview. Even if that’s just a review of their Linked In profile and CV, make sure you are across their experience, prior roles, and nominated strengths. Otherwise, you’ll be wasting your time asking them to recap information you had readily available.
- Ask the questions you really want to know the answer to. Don’t stick to the standard script of what you think you should be asking. If company culture is paramount, allocate some question time to their personality and interests. Or, if a certain skill is required, don’t be afraid to get pointy on asking for specific experience. Ask the questions that are right for you and the business.
- Read the room. Every candidate will be different, so a cookie-cutter approach is not going to work. A very shy candidate, for example, might actually end up being the most talented — but you will need to cater the interview to their personality. Be patient, kind, and thoughtful with everyone.
DON’T:
- Assume anything. Whether it’s in regards to gender, sexuality, previous experience, working relationships, or education, it can be really easy to offend by assuming knowledge. Even if it feels like overkill, gently clarify everything before moving into your questions.
- Rest on your laurels. Just because a candidate is sitting in front of you doesn’t mean that they don’t need convincing that this company is right for them. Interviews are a time for both parties to investigate the viability of the role — so always put your best foot forward.
- Cramp the room. I personally think panel interviews are a big no-no unless absolutely necessary or if you’re working to an urgent timeline. Personal one-to-one connection is really important in establishing trust in an interview space, and having too many stakeholders present can feel like an ambush.
- Skim on the details. You work in this company, so you will have forgotten what it’s like to know nothing about the business or the industry. Make sure you’re explaining everything in as much detail as possible — they’re starting from scratch!
- Pull out any surprises. Your candidate will have prepared carefully given the role and requirements advertised. If there are changes such as salary, location, hours, prior experience, or team structure, ensure you update them before the day, even if it’s via email. That gives them ample opportunity to decide if they still wish to attend.
A great interview doesn’t have to be rocket science. Being kind and respectful of everyone who walks through the door is the beginning, middle, and end of the process. That aside, preparation of both your research and the space you’ll be interviewing in are key tools to communicating respect to the candidate.
Slow down, ask lots of questions, and don’t forget to listen!
~Garth.
