Has it been hard for you to figure out whether a candidate could be a member of your team? Is it difficult to tell if the candidate would seamlessly fit into your company?

If so, we’re here to help.

We know that there are multiple ways to conduct an interview. Whether its a panel interview, a one-on-one, or a case-style discussion, we have listed out some tips to fine-tune your interview process regardless of the interview style.

Get your logistics in order

From the location to the length of the interview, you want to make sure you have these fixed and ready prior to meeting the candidates. The location and length should be the same for every candidate you meet for the respective position. You don’t want to change it up because then you won’t be giving each of them a fair interview.

Additionally, be sure to share the interview time and date with everyone attending. Get it on their calendars!

Take a walk

In terms of location, ask yourself which scenario would be most suitable for getting the most honest answers from your candidate. Should it be in your conference room or would it be better to chat with them at a quiet cafe? You could also tour them around the office or project sites prior to the interview so can familiarize themselves with the setting and get comfortable. It’s also a good way to catch them relaxed to get a sense of their personality.  

In terms of the length, it depends on the role but our 30-40 minutes seems appropriate for non-managerial roles and perhaps, up to 90 minutes for managerial roles.

Pick the right interviewers

You need to figure out the best people or person to interview your candidate. We recommend the person currently doing the job or has done it recently. This gives the interviewer the chance to ask the right questions and for the candidate to get a real sense of what the job entails.

If you have more than one person interviewing then the key is to find a balance of personalities so you don’t overwhelm the candidate. This can include the future supervisor, a close co-worker and a would-be subordinate of that candidate. We would recommend having no more than four interviewers.

Prepare interview questions.

The job description is handy when it comes to planning for interview questions but your team and you should come up with a general purpose for the hiring. Knowing why you want an additional person in your team will help you determine if the candidate is a right fit. Know what you’re looking.

Here are some top must-ask interview questions:

  • Why are you interested in the field? How do you keep current with it?
  • Why do you think this is a great job for you?
  • How would you make this work-place better?
  • What can you bring to the role?
  • What skills and training do you have that would help?

Let us know if you have any questions! If you need help pre-screening a candidate, our recruiters are highly trained and can be trusted with delivering you only the best of professionals.

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