Tips for Interviewers: 15 Best Practices to Get It Right

Align with your hiring team

Sync with your hiring team before you begin interviewing to understand the evaluation criteria, your role in the interview process, and questions you should ask. 

For example, you may be assessing a candidate’s technical skills or looking for shared values and culture fit. Understanding your role in the interview process helps ensure a comprehensive candidate assessment, while avoiding redundancy.

Be prepared

Set aside 10-15 minutes before each interview to review your candidate’s resume, cover letter, and any other application materials. Familiarize yourself with their background, skills, and experience as they relate to your job description and evaluation criteria. 

This not only helps you tailor your interview to the candidate’s specific experiences but helps candidates feel valued.

Respect your candidate’s time

Punctuality and time management are critical during the interview process. 

Start the interview on time and be mindful of its length. If you anticipate that the interview will run longer than expected, let the candidate know as soon as possible. 

Respecting the candidate’s time reflects well on your employer brand.

Help your candidates feel at ease

Creating a comfortable environment for candidates is crucial to help them feel at ease, so you can better assess their true potential and fit for your team.

Start by greeting them warmly and engaging in light, casual conversation before diving into the formal interview. Pay attention to your body language, making eye contact and smiling throughout the interview. 

Provide a clear overview of the interview process

Take a few minutes at the beginning of the interview to explain the structure of the interview, what will be covered, and the next steps in the hiring process. This transparency helps candidates feel more comfortable and allows them to focus on showcasing their skills and experience.

Sell the candidate on your opportunity

Highlight what makes your organization unique, such as your culture, growth opportunities, and the impact candidates could have in the role. Share success stories, discuss career development paths, and emphasize benefits like work-life balance or innovative projects. Showing genuine enthusiasm for the company and the role can be contagious, helping the candidate envision themselves as part of your team. Ultimately, selling the opportunity increases your chances of securing top talent.

Use a structured interview format

A structured interview format involves asking each candidate the same set of job interview questions in the same order. Standardizing questions and evaluation criteria can help ensure that all candidates are assessed fairly and given an equal opportunity to succeed.

Structured interviews also help you keep the conversation going and help ensure you cover all the topics you’ve been tasked with discussing.

Be mindful of unconscious biases

Unconscious biases can significantly impact your hiring decisions, often leading to missed opportunities for both your company and the candidate. 

Learning to recognize and counteract your own biases can help create a more inclusive hiring process. For example, similarity bias can lead you to favor candidates with whom you share similar characteristics, backgrounds, and demographics. 

Encourage a two-way conversation

An interview shouldn’t be an interrogation; it should be a two-way conversation. Encourage candidates to ask questions about the role, team, and company culture. This not only helps them determine if they’re a good fit for your organization but also shows that you value their input and perspective.

Take notes during the interview

Take notes on your candidate’s responses during the interview, as well as any observations you make. This will help you remember key details when it’s time to compare candidates and make a decision. It’s also useful to refer back to these notes when providing feedback to candidates who didn’t make the cut.

Use active listening skills

Active listening is a vital skill for interviewers, helping you fully understand a candidate’s responses and engage more effectively. By focusing on the candidate’s words, asking clarifying questions, and providing thoughtful feedback, you demonstrate that you value their responses. 

Avoid interrupting or letting your mind wander during the conversation. Instead, maintain eye contact, nod in acknowledgment, and summarize key points to ensure understanding. Active listening not only builds rapport but also allows you to uncover deeper insights into the candidate’s experiences, skills, and motivations, leading to more informed hiring decisions.

Avoid making snap judgments

It’s easy to form a first impression of a candidate within the first few minutes of an interview, but it’s important to avoid making snap judgments. Give candidates the opportunity to fully showcase their skills and experiences before forming an opinion. This approach leads to more accurate and fair assessments.

Consider the candidate’s potential, not just their past

While a candidate’s past experience is important, their potential to grow within your organization is equally crucial. Look for signs of adaptability, willingness to learn, and problem-solving abilities. Candidates who show potential can often grow into roles and bring fresh perspectives to your team.

Focus on providing timely feedback

Whether they’re moving forward in the process or not, candidates appreciate knowing where they stand. 

Submitting interview feedback in a timely manner enables your team to make faster decisions and get back to candidates sooner. This enables a better candidate experience that improves your employer brand and keeps top talent engaged in your hiring process.

End the interview on a positive note

Finally, always end the interview on a positive note. Thank the candidate for their time, express your appreciation for their interest in the position, and reiterate the next steps. This leaves the candidate with a good impression of your company, regardless of the outcome.