How to Conduct a Job Interview and Not Lose Top Candidates

We recently saw a post from a candidate who had a truly awful interview experience. They were scheduled for a panel interview online with three people. When they joined the video call, none of the panelists turned on their cameras. The candidate, assuming they should follow suit, kept their camera off as well.

The interview began, and after a few minutes, the panel finally asked the candidate to turn their camera on. They complied, but the panelists themselves remained camera-less. To make matters worse, they constantly interrupted the candidate, talked over each other, and generally created a chaotic and unprofessional atmosphere.

This is a prime example of how not to conduct a job interview. It's a surefire way to repel top candidates and damage your employer brand.

Creating a Positive Interview Experience: Best Practices

Job interviews are a two-way street. While you're evaluating candidates, they're also evaluating you: your company, your culture, and your professionalism. A positive interview experience is essential for attracting and securing top talent.

Here are some best practices:

• Be Prepared:Review the candidate's resume and application materials beforehand. Prepare a list of relevant questions and ensure you understand the requirements of the role.
• Be Punctual:Start the interview on time and stick to the schedule. Respecting the candidate's time shows professionalism and consideration.
• Create a Welcoming Atmosphere:Start the interview with a friendly greeting and some casual conversation to put the candidate at ease. A relaxed candidate is more likely to showcase their true potential.
• Turn on Your Camera (for Virtual Interviews):This is a basic courtesy. Seeing the interviewer's face helps the candidate connect and feel more comfortable. It also allows for better nonverbal communication.
• Be Present and Engaged:Give the candidate your full attention. Avoid distractions, make eye contact (or look at the camera for virtual interviews), and listen actively to their responses.
• Ask Open-Ended Questions:Encourage candidates to elaborate on their experiences and share their insights. Avoid simple yes/no questions that limit the conversation.
• Provide Opportunities for Questions:Allow the candidate to ask questions about the role, the team, and the company. This shows that you value their curiosity and interest.
• Be Transparent:Provide honest and realistic information about the role and the company. Don't oversell the position or gloss over potential challenges.
• Follow Up:Send a thank-you note to the candidate after the interview, regardless of whether you're moving forward with their application. This shows professionalism and courtesy.

Avoiding Common Interview Mistakes

Just as there are best practices, there are also common mistakes to avoid, including:

• Interrupting the Candidate:Let the candidate finish their thoughts before asking another question. Interrupting them can disrupt their train of thought and make them feel unheard.
• Talking Too Much:The interview should be a conversation, not a monologue. Give the candidate ample opportunity to speak and share their experiences.
• Asking Illegal or Inappropriate Questions:Avoid questions related to age, race, religion, marital status, or other protected characteristics.
• Being Unprepared:Failing to review the candidate's resume or prepare questions beforehand can make the interview feel disorganized and unprofessional.
• Creating a Hostile Environment:Avoid being overly aggressive or confrontational. The interview should be a professional and respectful interaction.

The Impact of a Positive Interview Experience

A positive interview experience not only attracts top candidates but also reflects positively on your employer brand. Candidates who have good experience are more likely to accept a job offer, recommend your company to others, and become brand ambassadors. Conversely, a negative interview experience can deter candidates, damage your reputation, and make it harder to attract talent in the future.

Partnering with Brookwoods Group for Successful Hiring

At Brookwoods Group, we understand the importance of conducting effective job interviews. We help our clients create a positive and professional interview experience that attracts top talent and reflects positively on their brand.

Whether you're looking for support with HSE, QHSE recruitment Houston, engineering, supply chain, corporate communications, engineering executive search Houston, procurement, or marketing staffing—or recruitment in other specialized areas—we can help you find the right candidates and conduct interviews that showcase your company in the best possible light. We're committed to helping you build a high-performing team with perfect-fit candidates.

Get in touch with us today.