Conducting An Interview: Easy Guide on Best Practices For Recruiters

Have you heard the saying, “Treat every candidate like they’re already a valuable part of the team”? It’s true – every successful employee’s journey begins with hiring managers conducting an interview. A well-refined hiring process can significantly impact attracting the right candidates. Every interaction matters whether they’re applying for the CEO position or starting from the ground level.

Why Adjust Your Interviewing Practices?

Whether you’re a seasoned hiring manager or new to the game, there’s always room for improvement in your interviewing techniques – it’s an essential practice nowadays as a new generation enters the market, and their expectations are different – interviews aren’t just about sizing up candidates; they’re also about showcasing what your company has to offer. They’re looking for a vibe – a welcoming environment, exciting prospects, and a place where they can grow. 

From interview preparation to interview question creation and interview panel best practice, we’ll guide you through the process of candidate interview experience, which may directly influence your hiring success. 

Here are our easy-to-follow best practices to ensure you find the perfect candidate for the role: 

Prepare your Interview Process

Preparing for an interview in an organized way is key to streamlining the recruitment process. Plan your interviewing strategies for all interviews, but make sure to adjust your plan for each candidate and role individually. 

Take your time to thoroughly review the candidate’s profile and the specific role they are applying for. Assess the job description’s relevance with the profile, note key connections, assess if the candidate would be a good culture fit for your company, and plan the strategic questions and areas to check during the interview. 

Pick the right time, attendees, and peaceful place

Pick a time when your mind isn’t racing with a hundred thoughts, and you’re not rushed so you can dedicate proper attention to delving into the candidate’s story. Bring along only the essential hiring team directly involved in evaluating the candidate. Ensure the interview space is calm and free from distractions that could make the candidate uncomfortable – the presence of outsiders might add stress and a feeling of being judged.  

Give your full attention and create a friendly atmosphere

Start with welcoming a candidate kindly and introducing them to the interview setting, including yourself and the other attendees, if this is a panel interview. Before beginning the interview, offer a beverage and engage in friendly, casual small talk. 

If the candidate is visibly stressed, help them relax – share an anecdote, ask about their interests, and create a relaxed, conversational atmosphere. Then, briefly outline the agenda for the interview to give them an idea of what to expect – it will help reduce the stress. 

Build a Positive Relationship with the Company

Another useful tip is to treat every candidate as if they’re already a part of your team. Guide the conversation politely, don’t treat them as strangers, be welcoming and understanding, and try to get to know them as a person genuinely. 

Ask engaging questions and discuss relevant topics. Make it a two-way conversation, but stay professional and avoid delving into the private sphere. 

What Kind of Questions to Ask in a Job Interview?

Prepare a good base of structured interview questions relevant to the specific role. Make sure to ask different types of questions that will give you a clear understanding of the candidate’s profile, skills, and abilities. What kind of questions will help you assess candidates fit with the role? Here’s a quick interview question guide: 

• Technical Questions: focus on assessing the candidate’s proficiency in specific skills, experience, or knowledge relevant to the job. 

• Behavioral interview questions: on the other hand, involve presenting a scenario or situation to the candidate and evaluating their response and problem-solving skills. 

• Situational interview questions combine elements of technical and behavioral interviewing techniques. They present hypothetical situations or challenges the candidate may encounter in the role and require them to apply their technical knowledge and problem-solving skills to address the scenario effectively.  

• Open-ended interview questions are potent for encouraging candidate engagement and gaining deeper insights into their skills, experiences, and personality. By asking questions that don’t have a simple yes or no answer, you invite the candidate to share more about themselves, their thought processes, and their unique perspectives. 

• Ad-hoc interview questions follow the interviewee’s words rather than sticking only to prepared ones. This makes the conversation more natural and helps us understand the candidate better by exploring their responses in more detail. 

What Questions to Avoid?

In the UAE, no laws explicitly forbidding employers from asking specific questions during interviews. However, you should refrain from asking personal questions and inquiring about topics such as culture, religion, orientation, or any other sensitive issues that could potentially be controversial. 

Sometimes, you must ask tough questions about CV gaps or challenging situations. Do so cautiously, sticking to professional facts, and only partially inquire about personal life. Don’t extract all the information from the candidate. 

Would you use assistance in crafting accurate questions to evaluate candidates’ alignment with your expectations? Check out the article below to gain insights into useful questions for your interviews:

Take Notes and Listen Closely

Pay close attention to the candidate’s words and stay engaged. Look beyond what the candidate says; observe their body language, behavior, grooming, and attire. This is a great chance to evaluate how well the candidate fits with the company. Follow up on their words and ask adequate questions to nurture your understatement of their point of view. 

Taking notes helps you remember key details about each candidate – their skills, answers, and overall vibe. Plus, it keeps you organized and ensures you don’t miss anything. You can share insights with your team and make smart decisions with your notes. Therefore, organize your notes systematically. 

Introduce Your Company, its Goals and Values

Explain why your company is a great workplace and why you’re looking for cool people to create a pleasant and productive atmosphere. Create conditions for an enjoyable, comfortable, two-way conversation. Present the Position, Duties, and Daily Life: Tell the candidate about the company culture, daily office life, the team, and potential responsibilities. Ask how they feel in such an environment and determine if they fit the company culture. 

Don’t Elongate the Interview

💡 When it comes to interview timing, keeping things concise is a key.

Long, drawn-out interviews test candidates’ patience and unnecessarily delay hiring. Trends suggest that keeping interviews concise and focusing on best practices leads to better hiring outcomes. To evaluate candidates quickly, ask key questions about their relevant experience, skills, and cultural fit. If few persons need to assess the candidate, organize a panel interview instead of multiple appointments.  

Conducting short interviews respects everyone’s time, maintains focus, keeps candidates engaged, and facilitates faster decision-making. Overall, it leads to a more efficient and productive recruitment process. 

Encourage Them to Ask Questions

Allow your applicants to ask questions about the company, the job, and your expectations. This will show their interest and help them understand if the role aligns with their career goals and values. It will also give you insight into their curiosity, engagement, and communication skills. 

Ask to Evaluate the Interview

Candidates’ feedback provides valuable insights into your hiring process- asking for it shows that you value their opinions and are committed to continuous improvement. Plus, it allows candidates to reflect on their performance and communication style, helping them grow professionally. 

Keep your candidates informed

Do you inform unsuccessful candidates about the state of their application? Well, you definitely should. These days, providing an interview follow-up is essential. If the candidate didn’t make it to the next round, let them know and express gratitude for their time applying to your company. 

Ghosting the candidates is not fair and disrespectful. They spend time preparing and attending your hiring process and are waiting for your next move. Informing an unsuccessful candidate about not getting hired by your company requires a delicate balance of professionalism, empathy, and clarity.

How to inform the candidate about the unsuccessful application?

Politely thank the candidate for their time and communicate that after carefully considering and reviewing all applicants’ qualifications, you have chosen to proceed with another candidate whose skills and experience more closely align with the company’s current needs. You can also encourage candidates to pursue opportunities that align with their career goals, as their skills and experience are valuable.

Keep the door open for future opportunities and invite them to stay connected. This is a fair-play move that will leave a positive impression on your company. 

Ready to improve your interview techniques?

By following these practices, you can ensure your interviews are well-prepared, engaging, and respectful. This will ultimately lead to better hiring outcomes and a stronger company culture. Effective interviews are crucial for attracting top talent and fostering a positive candidate experience.  

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