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Hiring New Talent? Key Insights to Guide the Interview Process

Hiring New Talent? Key Insights to Guide the Interview Process

Hiring New Talent? Key Insights to Guide the Interview Process

Interviewing candidates for a job is a bit of a dance: it requires some choreography on your end, and a willing candidate to jive with. Both of you may be a little nervous at first (and for different reasons), but there are plenty of ways to set the stage for a positive experience with the knowledge of a few dos, don’ts, and things to avoid.

Interview Dos
  • DO consider your setting. It’s not always possible to leave the office to interview a candidate in a more natural setting like a café or during a stroll outdoors, but when it is, it’s a great way to calm nerves and make way for more authentic conversation.
  • DO remember that interviews are a two-way street. You may be hiring for a position, but candidates are, in essence, hiring their potential future boss and thus it’s important to build rapport right away. Be warm and welcoming, offer water/coffee/tea, and consider going above and beyond with a brief office tour.
  • DO provide a roadmap — written or verbal — for the interview. Let the candidate know ahead of time what to expect in terms of the interview’s cadence and topics of discussion, and provide a little background information about the company and the role.
  • DO provide the candidate with opportunities to ask questions throughout the interview, and an outline of next steps such as when (and how) the successful candidate will be notified.
Interview Don’ts
  • DON’T lead the interview with bias. Use standardized questions and take notes as you go to bypass similar-to-me bias and the halo effect — further outlined below.
  • DON’T talk too much. Give your candidate the space and time to reflect on your questions and answer them comprehensively.
  • DON’T fall victim to the halo effect — otherwise known as the desire to let a candidate’s good qualities erase the perception of their less desirable ones. If this is a temptation, consider implementing multiple interviews with different interviewers.
  • DON’T make the best of a bad round of interviews by hiring the person who was the least problematic — keep looking for the right candidate, even if it requires additional output.
  •  DON’T ghost your candidates. Once you have decided on a new hire, be sure to (gently) let unsuccessful candidates know so they have closure from the experience.
Things to Avoid
  • Avoid asking problematic interview questions, including those that reinforce bias and/or racism, ageism, ableism or any other form of discrimination. Topics to bypass include age, gender, and sexual orientation; marital status and family structure; birthplace, country of origin, or citizenship; religion, faith, or creed; and anything relating to a candidate’s physical appearance and abilities.
  • Avoid looking at candidates’ hard skills alone — soft skills such as adaptability, leadership, and teamwork are generally equally as important as technical skills and should be regarded as such.

Alongside soft skills, there are a number of other things to look for when interviewing candidates. Preparation and attitude, for example, can tell you a lot about how proactive a person will be while on the job and how they’ll respond to a new challenge. Curiosity about the job and your company reflects long-term thinking, while passion and motivation demonstrate enthusiasm for getting the job done (and going the extra mile) unasked.

Overall, having a solid and consistent approach to interviewing is an important part of the hiring process. If you require support, partnering with an expert in human resources can help! Whether you download our free interview resource or choose to tango with our full range of recruitment solutions, our seasoned experts can help you hire the best talent for your organization. Contact us to get started!

This blog was written by Estrella Frias, Talent Acquisition Leader. For more information about recruitment solutions, email [email protected] or call 1.888.709.1236. 

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