Are you new to the hiring process and wondering how to conduct an effective interview? Perhaps you've been interviewing for a while, but you've never had formal training and want to brush up your skills to ensure the interview process runs smoothly and you make a great hire for your company.

We've worked closely with hiring managers for over 30 years and we conduct a thorough screening process to make sure you only meet the best candidates for your role.

So, in our latest blog, we're sharing everything we've learned about interview best practice to help you feel confident as an interviewer and hire more effectively.

Expert interview tips for hiring managers

Be prepared

This one sounds obvious, but many interviewers walk into a job interview without any real plan, which creates a negative and disorganised experience for everyone involved.

Prepare interview questions, read the interviewee's CV thoroughly, and make sure they have the skills and experience detailed in the job description to avoid wasting anyone's time.

This doesn't mean your interview has to follow a rigid structure, but having a plan helps you to get the information you need and vastly improves the candidate experience.

Make the candidate feel at ease

Job interviews can be nerve-wracking, even for the most confident person. And an anxious interviewee is unlikely to make a good impression, no matter how good a fit they could be for the role.

Here's how to make your candidate feel more comfortable:

Ensure they have all the information they need prior to the interview
Find a space that's quiet, well-lit and interruption-free
Offer them a drink when they arrive
Introduce yourself and other members of the interview panel
Outline the structure of the interview
Show them around and introduce them to the team.

Respect people’s time

Inviting someone to come to interview with you is actually quite a big ask - they will likely spend hours preparing, potentially spend time and money shopping for a suitable outfit, do a trial run of the journey or spend money on public transport or parking.

So, to get things off to a good start, show that you respect their time and you're appreciative of the effort they've put into the interviewing process.

Want to take this a step further? Some companies are now offering candidates a financial allowance for the interview to make a strong impression from the off and stand out from competitors.

Use body language to give the candidate your full attention

Make sure your hiring team knows the importance of body language to create a positive interview environment.

To keep your body language open and approachable, avoid crossing your arms, looking bored, or appearing distracted.

Start with simple questions

Start the interview with some friendly small talk to allow your candidate to settle into the process, before beginning with simple, open-ended questions to build the interviewee's confidence and calm any nerves they might have.

Ask specific questions

Try to steer away from broad and general questions like "tell me about yourself" and "where do you see yourself in five years".

Instead, plan questions specific to the role itself and behavioural questions to determine how your potential employee would react in everyday situations relating to the role.

Of course, you should avoid any illegal, discriminatory or inappropriate questions - so brush up on the legalities of the process to cover yourself and the business.

Encourage questions to make it a conversation

Make sure you encourage your potential employee to ask their own questions throughout, rather than giving them one opportunity at the end.

After all, a good interview feels more like a conversation than an interrogation and makes it much easier for you to determine if someone is the perfect fit.

Encouraging questions throughout will make your candidate feel involved in the process and also help you evaluate their ability to take initiative, communicate, and build rapport.

Remember, an interview is a two-way street

Following on from the previous point, remember that an interview is a two-way street.

It's not just about you evaluating the candidate: they're also evaluating your organisation (and even you as a manager) to decide if you're right for them.

Take the opportunity to tell (or show) them more about your company culture, your vision, purpose, and values as a business.

Communicate clearly, transparently, and promptly

Clear, transparent, and prompt communication are key to a successful recruitment process.

Finish it by telling them the next steps: who will be in touch and when?

If you don't have other candidates to see, don't pretend that you do - start your working relationship with honesty to build trust.

If it’s a simple, one-stage interview, potential candidates should hear back from you (or your recruiter) within 48 hours.

Whether the candidate has landed the role or not, giving prompt and helpful feedback speaks volumes about your employer brand and helps you build talent pools with unsuccessful candidates who may be suitable for a future role.

Keep an open mind with every candidate

Never judge someone by a piece of paper: what you see on a CV is only a small part of their character and experience.

A good way to achieve this without sifting through endless CVs and organising numerous interviews is to work with a recruiter.

They will get to know candidates on your behalf and screen them for suitability, so you only meet well-qualified and aligned candidates.

Set time aside after the interview to take notes

If you're interviewing multiple people for a role, set time aside immediately after the interview to gather together your notes and jot down any final thoughts while the experience is fresh in your mind.

This will give you a clear record so you can compare candidates accurately and improve your chances of hiring the right person.

Know the skills AND qualities you're recruiting for

Skills are only one element of the right candidate: personality is a huge factor in choosing the right fit for your team and role. Thinking about the team you currently have, what sort of person would fit in well or potentially clash?

Try to ask questions that determine someone's personality type to see what they bring to the mix and how they can complement your existing team.

Trust your recruiter has done their homework

If you're partnering with a recruiter to fill your vacancy, trust in their expertise to introduce you to suitable candidates - even if they seem a little outside of the mould at first glance.

The benefit of working with an experienced recruiter is that they're highly adept in understanding personality profiles and transferable skills to present you with fresh and interesting candidates.

*BONUS TIP: Get professional interview training

Did you know we actually offer interview training for hiring managers? You can book a standalone session over Zoom or in-person if you're located in the North West of England.

Or, you can explore interview training for hiring managers as part of our recruitment solutions. Contact us to enquire about interview training for managers.

Looking for a new employee? Make the right hiring decision by working with a specialist

Working with an experienced recruiter can simplify and speed up the interviewing process for hiring managers, as it's our job to source and screen people so you only meet the best candidates for the role.

If you're in need of support with your hiring process, contact our team to explore how we can make your job much easier.

Top 13 Interviewing Tips For Hiring Managers