There are many sources for candidates to find valuable input on how to behave during an interview - so here are some tricks of the trade for the person doing the interviewing instead.

Finding the right person for your company is a time-consuming challenge, and expensive when things don’t work out the way you hoped - I hope these points will help you.

1)       Relax
       
The candidate is probably at least as nervous as you are. Remember; you’re both there for the same reason - they hope it’ll be a great fit so they are offered the job and you hope they’re the ideal candidate and you can stop your recruiting efforts.

2)       Prepare
       
Never try to “wing it” when interviewing. The candidate will probably notice and it will not reflect well on your company. Take time to review their resume prior to the meeting and highlight any parts where you would like clarification. Jot down questions you may have that are relevant to their experience and knowledge.

3)       Make the candidate feel comfortable
       
Explain the interview process within your company so they know what to expect. Show them where the washrooms are. Offer them a glass or water or a coffee. Make the environment comfortable so it facilitates a great exchange and not a nervous encounter.

4)       Let them speak first
       
Many interviewers jump in and present the company and the available role, rather than allowing the candidate to present themselves and their career history first. If you start the conversation by talking about the role and the type of person you’re looking for, the candidate can tailor their presentation of themselves to fit what you have just described.

5)       Give details about the role and the company
       
What tasks will the candidate carry out? Who will they be working with? What tools and training will you provide? Is there any room for growth and career development? How will their performance be measured? These are but a few subjects you should touch upon to give the candidate true insight into your company.

6)       Allow “open question” time
       
Ensure the candidate has sufficient time to ask about anything that hasn’t been discussed. An informed candidate can make a better decision.

7)       Let them meet other employees
       
A quick meeting with other staff members can really help both parties in making their decision to either pursue the discussions or not.

8)       Make notes
       
If you’re interviewing many candidates for a role, it is essential you make notes during the interview so you remember the person accurately.

9)       Offer a trial day
       
Making the decision to hire someone, or to take a new role, after a short interview can be very daunting, so why not bring them in for the day to show them what the job is really about, and to get to know the candidate better?

10)       Tell them what’s next and keep your promises

       Explain the next steps in the interview process. Will there be a 2nd interview, a trial day? When should they expect to hear from you? Whatever you commit to, remember to keep your promises. It’s frustrating when interviewers commit to giving feedback but fail to do so. Even if it’s to say you haven’t made a decision yet, the candidate will appreciate you keeping them informed.


Best of luck!
Hannah