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Planning to Interview? Some Tips to Ensure a Mutually Beneficial Outcome
There is an abundance of advice to help candidates prepare for an interview, but who prepares the interviewer? Over the years it has become apparent to me that like people management skills, managers are expected to know how to interview effectively and get the most out of each conversation whilst making it a positive experience for the candidates.
A successful interview goes beyond a simple Q&A session. Whether you’re a hiring manager, a recruitment consultant, or head of office, there’s an art to crafting an experience that ensures you not only learn about the candidate but also leave them with a positive impression of your organisation.
Here are four simple, but essential tips to consider when planning your interviews.
1. Define The Purpose: What Do You Want to Gain?
Before stepping into the interview room, take a moment to reflect: What’s the goal of this conversation? This clarity will help guide the tone, structure, and content of your questions. Are you focusing on technical skills? Looking for cultural fit? Assessing the candidates’ ability to handle pressure? Having clearly defined priorities ensures that your interview stays on track.
Pro Tip: Go beyond surface-level questions. Plan a mix of competency-based questions to evaluate how they do their job, technical questions to determine what they do, and questions that will help you understand who they are as a person.
2. Prepare Questions in Advance (and Stick to Them!)
An unprepared interview can easily become derailed. Without structure, interviews risk becoming too broad and inconsistent, and can make it harder to compare candidates fairly. You may enjoy a good, lengthy conversation with a candidate, but is that going to be the basis for the best decision? Consistency is key – all candidates should answer the same core questions, particularly if this is a comparative process. It ensures fairness and simplifies decision-making later. Include a variety of question types. For example:
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Competency-based questions: e.g., Tell me about a time that you had to manage multiple, but shifting priorities?
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Technical questions: Can you explain your experience with [specific role or process]?
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Character questions: What are your interests outside of work, and how did they become important to you?
3. Set a Welcoming and Comfortable Tone
Let’s face it: interviews can be a nerve-wracking experience for candidates, (as well as interviewers). A little empathy goes a long way in bringing out the best. When people feel at ease, they’re more likely to showcase their truest version of themselves. Here’s how you can set the scene:
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Greet candidates warmly and introduce yourself with a smile.
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Offer a glass of water, tea, coffee—it’s a small gesture with a big impact.
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Clearly outline the interview structure upfront: share how long it will take, the type of questions you’ll ask, and what the next steps will be.
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Find common ground to break the ice. Share a bit about yourself—why you’re in the organisation, or what interaction the successful candidate will have with you. A personal touch creates a good rapport.
Pro Tip: Of course, making candidates comfortable doesn’t preclude questions that will challenge the candidate, particularly if they reflect the seniority and nature of the role.
4. Remember: It’s a Two-Way Street
Interviews aren’t just about candidates proving themselves to you. The candidates are also evaluating whether your company and its culture are the right fit for them. To make the process feel more collaborative:
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Always leave room for candidates to ask questions. This can also tell you something about the candidates’ preparation and interest in the role, and your organisation.
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Share the positives of the role and workplace, but don’t sugarcoat the challenges. No one likes unpleasant surprises on their first day.
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Close with clarity. Whether they’re the first candidate or the last, communicate the likely timeline so they know what to expect for next steps.
Bonus Tip: Post-Interview Etiquette Matters
The interview process doesn’t end when the candidate leaves the room. How you handle post-interview communication reflects your organisation’s culture:
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Offer feedback: While it may be challenging to give detailed feedback to every candidate, consider prioritising those who made it to the final rounds.
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Be timely: Promptly inform candidates of your decision, even if it’s a rejection. A thoughtful message (or call, for finalists) can leave a lasting, positive impression—even for those who don’t get the job.
Planning your interview thoughtfully is about more than filling a vacancy—it’s about building connections, fostering mutual understanding, and representing your organisation at its best. By following these tips, you may not only gain valuable insights about the candidates you meet, but also create a meaningful and memorable hiring experience, which could bear fruit in future.
Interested in improving your hiring process? Connect with Ian Burns to learn how we can help you build a stronger team.
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