12 Interviewing Tips for Managers

Begin with a clearly defined role

Without a clear understanding of what you need, it’s challenging to assess whether a candidate is a good fit. A well-defined role helps you attract the right candidates and evaluate their potential for success.

Craft a detailed job description outlining the key responsibilities, required skills, and qualifications for your role. Distinguish between must-have and nice-to-have skills and qualifications to help you focus on what truly matters during your interviews. Use that to create an interview scorecard to objectively evaluate candidate responses.

Use structured interviews for consistency

Irrelevant or repeated interview questions can frustrate candidates and hinder your ability to accurately assess candidates. 

Structured interviews use standardized questions and evaluation criteria to help ensure that every candidate is evaluated on the same basis. Use your job description to develop a list of core interview questions and split them among interviewers so you each have a clear goal during the interview process. For example, one interviewer might be responsible for assessing a specific skill set while another will be charged with understanding your candidate’s cultural fit. 

Structured interviews allow for more objective comparisons between candidates, reducing bias and increasing the reliability of your hiring decisions.

Take unconscious bias training

One-third of candidates have experienced bias in the interview process. Unconscious biases can unintentionally influence hiring decisions, leading to a less diverse and inclusive team. It’s essential to be aware of these biases and take steps to mitigate them. 

Participating in unconscious bias training helps you make more objective decisions and ensure a fairer interview process. Seek out interviewer training programs or workshops that help you recognize your own biases and provide strategies for minimizing their impact.

If possible, encourage other members of your hiring team to also undergo unconscious bias training. A collective effort will foster a more inclusive hiring process.

Prepare for your interview

Candidates often make considerable effort to prepare for job interviews—and you should do the same.

Revisit your job description and carefully read through the candidate’s resume before your interview. Highlight areas you’d like to explore further during the conversation. Also review your assigned interview questions to align with your interview objectives and keep the conversation focused.

You might even conduct a mock interview with a team member if you don’t hire often or haven’t interviewed in a while. This can help you practice your interview skills and create a smoother interview experience for your candidates.

Create a comfortable and welcoming interview environment

Interviews can be stressful for candidates. By creating a comfortable and welcoming environment, you help candidates relax and present their best selves. This leads to a more authentic and productive conversation.

For in-person interviews, provide a quiet, private space with refreshments and comfortable seating. For virtual interviews, ensure your technology works smoothly and that your interviewers are in a distraction-free setting.

Arrive on time for the interview, greet candidates warmly, and outline the job interview process to start your relationship on the right foot.

Sell your opportunity

Top candidates often have multiple opportunities to choose from. Effectively selling your job opportunity can make the difference between securing your top-choice candidate and losing them to a competitor. 

By clearly communicating what makes your company and the role unique, you can entice candidates to join your team.

For example:

• Highlight your company culture: Share what makes your workplace special. Whether it’s a collaborative team environment, strong work-life balance, or opportunities for professional growth, make sure candidates understand the benefits of working with you.

• Showcase unique perks and benefits: Talk about the perks that set your company apart, such as flexible working hours, remote work options, professional development programs, or wellness initiatives.

• Discuss your company’s mission and impact: Candidates are often motivated by a sense of purpose. Explain how their role will contribute to the company’s mission and the impact they can have by joining your team.

Be enthusiastic and genuine; your passion for the company and the role can be contagious. Speak authentically about why you believe in the company and what you enjoy about working there.

Be transparent about the role and expectations

Transparency helps set realistic expectations and ensures that both you and the candidate are on the same page. This reduces the risk of misunderstandings and future dissatisfaction.

Discuss the role in detail, clearly explaining the responsibilities, challenges, and expectations associated with the role. Be honest about any potential downsides or areas that need improvement.

Take notes

Use your interview scorecard to rank candidates against your hiring rubric throughout the conversation, jotting down notes explaining why you ranked the candidate the way you did. Share specific examples that demonstrate the candidate’s abilities and take note of specific phrases that stand out. If you find it too distracting to have a computer in front of you, use a pen and paper instead.

You should also set time aside after the interview to re-read and clarify your notes, add in more detail, and complete your interview scorecard.

When it’s time to make a hiring decision, your notes can help you remember each candidate’s strengths and weaknesses more clearly.

Give candidates time to ask their own questions

An interview is a two-way street. Allowing candidates time to ask their own questions gives them the opportunity to learn more about the role, the team, and the organization. This not only helps them determine if the job is the right fit for them but also shows that you value their input and perspective.

Let candidates know they can ask about anything—from the company’s culture to the team’s dynamics. Encourage them to voice any concerns or curiosities they have so you can address them.

Take the time to answer their questions thoroughly and honestly. This transparency will help build trust and give candidates a better understanding of what to expect if they join your team.

Debrief with your hiring team

Only 19% of companies say that hiring managers consistently follow interviewer recommendations. While you may disagree with your interviewer’s assessments from time to time, it’s important to use the data from your team member’s scorecards to make informed hiring decisions. 

Set aside time after each interview for your hiring team to complete their scorecards, then hold a team debrief so you can compare notes. If you find that you disagree with an interviewer’s assessment, learn why. Each of you should share specific examples from your interview notes to explain why you feel the candidate may or may not meet the hiring rubric so that both perspectives can be taken into consideration for the final decision. This can be a great way to reduce bias and improve your quality of hire.

Follow up quickly

Delays in your hiring process can lead candidates to withdraw from your recruitment process. Let candidates know when they can expect to hear back from you and stick to this timeline as closely as possible so you don’t lose your top-choice candidates.

Follow up is equally important when you decide you’re not moving forward with a candidate. Send an interview rejection letter to inform candidates of your hiring decisions and express your gratitude for their interest in your role.

Offering interview feedback at this stage is a great way to build rapport with your candidates. Most candidates (70%) said that receiving a clear reason for why they weren’t selected would leave them with a positive impression of the company. And finalists who receive feedback are 30-50% more willing to refer others than those who don’t get feedback.

Extend a warm welcome to your new hires

A positive interview experience may encourage new hires to accept your job offer, but your work’s not done yet. You need to keep your new hires engaged so they show up for their first day of work. 

Get involved with onboarding your new hires so you can continue to build a relationship with them, maintain their excitement, and increase your chances of retaining them.

For example, you can:

• Call, text, or email your new hires to welcome them to the team

• Send a welcome basket of products or company SWAG

• Introduce your new hire to a few of their new colleagues via email, LinkedIn, or Slack

A warm, welcoming experience for new hires sets the tone for their future with your company, helping them feel valued and supported from day one.