The Do’s and Don’ts of Interviewing Candidates

The Do’s and Don’ts of Interviewing Candidates

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The hiring process involves a variety of steps, from sourcing to interviewing, but it’s the interview that often plays the biggest role in determining who gets hired. Interviewing is more than just asking questions; it’s about understanding a candidate’s strengths and weaknesses, their motivations, and how they might fit into your team. But knowing what to ask and how to ask it can be tricky, even for experienced recruiters. That’s why we’re here to help!

In this blog post, we’ll look at some of the do’s and don’ts of interviewing candidates so you can ensure you’re getting the most out of each interview while also staying compliant. Read on to learn more!

Do Your Research

When you’re interviewing candidates for a job, it’s important to do your research beforehand. This way, you can be sure to ask the right questions and get a sense of whether or not the candidate is a good fit for the position.

To start, take a look at the candidate’s resume and cover letter. These will give you an idea of their qualifications and work history. Next, try to find any online profiles or portfolios that they may have. This can give you a better sense of their work style and skills.

Finally, it’s always a good idea to check references. Talk to people who have worked with the candidate in the past and see what they have to say about them. This will give you valuable insights into the candidate’s character and work ethic.

Prepare a List of Questions

When you are preparing to interview candidates, it is important to have a list of questions ready. This will ensure that you cover all of the topics that you want to discuss and help you keep track of the conversation. There are a few things to keep in mind when creating your list of questions:

1. Make sure that your questions are relevant to the position that the candidate is interviewing for. You should avoid asking personal questions or anything that could be considered discriminatory.

2. Try to ask open-ended questions that will encourage the candidate to talk about their experiences and qualifications. Avoid yes or no questions whenever possible.

3. Be prepared to follow up on the answers that the candidate gives. If they mention something in their answer that you want to know more about, be sure to ask a clarifying question.

4. Don’t hesitate to ask for clarification if you don’t understand something that the candidate says. It is better to clarify than make assumptions about what they meant.

5. Ask meaningful questions that will help you get to know the candidate better and determine if they are a good fit for the position. Avoid asking irrelevant or trivial questions just for sake of making conversation.

Be Professional

It goes without saying that you should be professional when interviewing candidates. This means being respectful, courteous, and attentive. It also means being prepared with questions that will help you get to know the candidate and their qualifications for the job.

Some things to keep in mind:

– First impressions matter. Make sure you are making a good one!

– Be clear about the role you are hiring for and what the expectations are.

– Ask questions that will help you gauge the candidate’s fit for the role and their level of interest.

– Take your time. Don’t rush through the interview process.

– Follow up after the interview to thank the candidate for their time and let them know when to expect to hear back from you.

Be Selective

There are a lot of candidates out there, and it can be tempting to try to interview as many people as possible in the hopes of finding the perfect fit for your position. However, this is not always the best strategy. It’s important to be selective when you’re interviewing candidates and to make sure that you’re only bringing in people who you think have a real shot at getting the job.

Here are a few tips for being selective when you’re interviewing candidates:

1. Don’t just rely on resumes – take the time to read through them and look for red flags that might indicate a candidate is not a good fit.

2. Do your research – before you even start interviewing, take some time to learn about each candidate so that you can ask more targeted questions.

3. Be clear about what you’re looking for – if you know what qualities and skills you need in a candidate, it will be easier to weed out those who don’t meet your criteria.

4. Ask tough questions – during the interview, don’t be afraid to ask difficult questions that will really test a candidate’s abilities.

5. Trust your gut – at the end of the day, if something doesn’t feel right about a candidate, it’s probably best to move on.

Don’t Discriminate

When interviewing candidates, it is important to avoid asking discriminatory questions. These are questions that could potentially discriminate against a candidate based on their protected status under the law. Asking about a candidate’s age, race, religion, or national origin, for example, could lead to a discrimination claim if the candidate is not hired.

Instead, focus on getting to know the candidate as a person. Ask about their qualifications and experience relevant to the job they are applying for. Find out what motivates them and what they are passionate about. By getting to know the candidate on a personal level, you will be able to better assess whether they are a good fit for your organization.

Follow Up

As a best practice, always follow up with candidates after an interview. Not only is it common courtesy, but it also shows that you’re truly interested in the person and invested in the outcome of the process.

There are a few key things to keep in mind when following up with candidates:

-Thank the candidate for their time
-Reiterate your interest in them and why they’d be a great fit for the role/company
-Highlight some of their key qualifications/strengths
-Summarize the next steps in the process
-Let them know when they can expect to hear back from you
-End on a positive note!

-Be vague or noncommittal
-Make promises you can’t keep
-Keep them waiting indefinitely for an answer
-Fail to sell the role or company
-End on a negative note