Subscribe for updates
Get talent acquisition best practices, trends, and news delivered directly to your inbox.
By entering your email, you agree to receive marketing emails from JobScore
Candidate interviews are your chance to make a lasting first impression on your future team members. It’s more than just a step in the hiring process—it’s an opportunity to showcase your company’s culture, values, and the way you treat your people. These first impressions are crucial. A smooth and respectful interview process not only increases your chances of securing your top-choice candidates but also lays the foundation for retaining them in the long run.
When candidates experience a well-organized and considerate interview, they’re more likely to feel valued and excited about the prospect of joining your team. On the other hand, a disorganized or impersonal process can deter talent from working at your organization.
In this post, we’ll share 10 essential interview tips for managers that will help you create a positive, impactful experience for your candidates. These strategies will not only improve your ability to identify the best talent but also set the stage for long-term success as you build and grow your team.
1
Begin with a clearly defined role
Without a clear understanding of what you need, it’s challenging to assess whether a candidate is a good fit. A well-defined role helps you attract the right candidates and evaluate their potential for success.
Craft a detailed job description outlining the key responsibilities, required skills, and qualifications for your role. Distinguish between must-have and nice-to-have skills and qualifications to help you focus on what truly matters during your interviews.
2
Use structured interviews for consistency
Irrelevant or repeated interview questions can frustrate candidates and hinder your ability to accurately assess candidates.
Structured interviews use standardized questions and evaluation criteria to help ensure that every candidate is evaluated on the same basis. Use your job description to develop a list of core interview questions and split them among interviewers so you each have a clear goal during the interview process. For example, one interviewer might be responsible for assessing a specific skill set while another will be charged with understanding your candidate’s cultural fit.
Structured interviews allow for more objective comparisons between candidates, reducing bias and increasing the reliability of your hiring decisions.
3
Take unconscious bias training
Unconscious biases can unintentionally influence hiring decisions, leading to a less diverse and inclusive team. It’s essential to be aware of these biases and take steps to mitigate them.
Participating in unconscious bias training helps you make more objective decisions and ensure a fairer interview process. Seek out training programs or workshops that help you recognize your own biases and provide strategies for minimizing their impact.
If possible, encourage other members of your hiring team to also undergo unconscious bias training. A collective effort will foster a more inclusive hiring process.
4
Prepare for your interview
Candidates often make considerable effort to prepare for interviews—and you should do the same.
Revisit your job description and carefully read through the candidate’s resume before your interview. Highlight areas you’d like to explore further during the conversation. Also review your assigned interview questions to align with your interview objectives and keep the conversation focused.
5
Create a comfortable interview environment
Interviews can be stressful for candidates. By creating a comfortable environment, you help candidates relax and present their best selves. This leads to a more authentic and productive conversation.
For in-person interviews, provide a quiet, private space with refreshments and comfortable seating. For virtual interviews, ensure your technology works smoothly and that your interviewers are in a distraction-free setting.
Arrive on time for the interview, greet candidates warmly, and outline the interview process to start your relationship on the right foot.
6
Sell your opportunity
Top candidates often have multiple opportunities to choose from. Effectively selling your job opportunity can make the difference between securing your top-choice candidate and losing them to a competitor.
By clearly communicating what makes your company and the role unique, you can entice candidates to join your team.
For example:
Be enthusiastic and genuine; your passion for the company and the role can be contagious. Speak authentically about why you believe in the company and what you enjoy about working there.
7
Be transparent about the role and expectations
Transparency helps set realistic expectations and ensures that both you and the candidate are on the same page. This reduces the risk of misunderstandings and future dissatisfaction.
Discuss the role in detail, clearly explaining the responsibilities, challenges, and expectations associated with the role. Be honest about any potential downsides or areas that need improvement.
8
Give candidates time to ask their own questions
An interview is a two-way street. Allowing candidates time to ask their own questions gives them the opportunity to learn more about the role, the team, and the organization. This not only helps them determine if the job is the right fit for them but also shows that you value their input and perspective.
Let candidates know they can ask about anything—from the company’s culture to the team’s dynamics. Encourage them to voice any concerns or curiosities they have.
Take the time to answer their questions thoroughly and honestly. This transparency will help build trust and give candidates a better understanding of what to expect if they join your team.
9
Follow up quickly
Delays in your hiring process can lead candidates to withdraw from your recruitment process. Let candidates know when they can expect to hear back from you and stick to this timeline as closely as possible.
Whether you’re moving forward with the candidate or not, send a thank-you email to express your appreciation for their time and interest in your company. Offering feedback at this stage is a great way to build rapport with your candidates.
Even if you don’t plan to hire a given candidate right away, giving feedback can increase the chances of them applying again in the future or referring someone from their network to apply.
10
Extend a warm welcome to your new hires
A positive interview experience may encourage new hires to accept your job offer, but your work’s not done yet. You need to keep your new hires engaged so they show up for their first day of work.
Get involved with onboarding your new hires so you can continue to build a relationship with them, maintain their excitement, and increase your chances of retaining them.
For example, you can:
A warm, welcoming experience for new hires sets the tone for their future with your company, helping them feel valued and supported from day one.
Final thoughts on interviewing tips for managers
Continuous improvement is key to a successful hiring process. Reflecting on what went well and what didn’t allows you to make adjustments that enhance future interviews. After the interview, send candidate experience surveys and debrief with your team to identify strengths and opportunities for improvement. Gather insights around any challenges or unexpected issues that arose during the interview process and consider how to address them. Interviewing is an art, and your results will get better with practice.
