Interviewing a candidate can be a daunting task. But what if it didn’t have to be? At the root of it: you want to ensure you’re doing everything you can to find the best possible candidate. However, to make the process smoother and more efficient, there are some interview practices you need to avoid. This article will help you avoid those bad interview practices — steering you towards a process that is more enjoyable for you, and for the candidate.
Don’t Make the Interview Process Unpleasant for the Candidate
Interviews are a window into what working for your company is like. They’re also the candidate’s first experience with the company. Therefore, it’s crucial that you leave a good first impression.
- Consider alternatives to in-person interviews: The digital world is here. And with it comes the opportunity to make the interview process more conducive to a candidate’s busy schedule. Especially if the candidate is currently working full time, consider making the interview process virtual – you might even be opening the doors to those who wouldn’t otherwise be able to make an in-person interview.
- Respond to the candidate regardless of your decision: Failing to respond – or ghosting – a candidate is unacceptable. Plus, word travels fast: you don’t want to lose out on future candidates because of a bad-interview reputation. Instead, be sure you inform candidates whether or not they will be advancing to the next interview.
Don’t Ask Questions That Are Biased or Ignore Diversity, Equity and Inclusion (DEI)
In addition to illegal questions to avoid, it’s important that you’re considerate of something that 76% of candidates find important in potential employers: diversity and inclusion*.
- Properly pronounce their name: The first step in creating a positive interview environment: ensure you’re pronouncing the candidate’s name properly. Sounds simple, but a mispronounced name for the duration of an interview is something that people remember – and not in a positive light. Instead, if you’re unsure, simply ask “Am I pronouncing that correctly?”
- Ask each candidate the same questions: Doing so will help you avoid bias in the presentation of your interview questions – establishing a fair foundation to base your decision off of.
Don’t Forget To Make the Conversation Two-Sided
Hint: interviews aren’t only for the benefit of the employer. It’s important to make the candidate feel that this interview process is mutually beneficial.
- Share information and allow the candidate to ask you questions, too: Interviews are two-sided. That means you need to talk about what the company culture is like and how the team operates. This will help candidates determine if the company is the right fit for them.
- Avoid being artificial: It’s important to be professional, but also real. Talk openly and honestly about the company culture, but avoid overselling. Candidates are human; if you’re overzealous and make big promises about what it’s like to work at the company, often they’ll see through it.