Throughout my career, I’ve seen interviews done in many different ways—some were structured and engaging, while others felt more like interrogations. What I’ve learned is this: interviews are a two-way street. While you’re evaluating the candidate, they’re also assessing your company.
A positive interview experience can set the tone for a long and successful working relationship—or, if done poorly, it can turn even the most eager candidatesaway. In this post, I’ll share some of the best practices I’ve used over the years to create an interview experience that leaves candidates feeling respected, informed, and excited about the role.
1. Prepare Like a Pro
I’ve always believed that preparation is a sign of respect. If I expect candidates to show up prepared, I need to hold myself to the same standard. A well-prepared interviewer creates a professional and welcoming experience.
Here’s What Works:
• Review the candidate’s resume before the interview—don’t skim it on the spot.
• Create a clear agenda and share it with the candidate in advance.
• Coordinate with the interview team to avoid repetitive questions or mixed messages.
2. Set the Stage for Comfort and Success
When candidates feel comfortable, they can show you their true potential. I’ve found that creating a welcoming environment—whether in person or virtually—goes a long way toward building rapport.
What I Recommend:
• Start with a friendly introduction—share your role and something personal to break the ice.
• Explain the structure of the interview so they know what to expect.
• Minimize distractions by choosing a quiet, professional setting (for both in-person and virtual interviews).
3. Ask Thoughtful, Open-Ended Questions
Good interviews spark genuine conversations. I’ve seen the best results when interviewers use open-ended questions that allow candidates to share their experiences, thought processes, and problem-solving skills.
Best Practices:
• Avoid yes/no questions—instead, ask “How would you approach…” or “Tell me about a time when…”
• Focus on real-world scenarios and challenges the candidate might face in the role.
• Be curious, not critical—you’re learning about the candidate, not trying to trip them up.
4. Listen More Than You Talk
One of the biggest mistakes I see interviewers make is talking too much. While it’s essential to share information about the company and the role, the interview should be candidate-centered.
What Works:
• Follow the 80/20 rule: Candidates should talk 80% of the time, while you talk 20%.
• Use active listening techniques—nod, take notes, and maintain eye contact.
• Ask follow-up questions based on their answers to keep the conversation flowing.
5. Be Transparent About the Role and Company
I’ve found that honesty is the best policy. Sugar-coating a role or downplaying challenges might get a candidate in the door—but it can lead to early turnover when reality hits.
How to Be Transparent:
• Be clear about job expectations, workload, and any challenges they might face.
• Share insights into company culture, team dynamics, and future goals.
• Be open about next steps and timelines for hiring decisions.
6. End on a Positive, Informative Note
How you close the interview can be just as important as how you start it. I always make sure candidates leave the conversation feeling respected, informed, and excited about what’s next.
Best Practices:
• Thank the candidate for their time and interest in the role.
• Share what the next steps will be and when they can expect to hear back.
• Ask if they have any final questions—this can reveal what matters most to them.
Final Thoughts: Interviews Are Experiences, Not Examinations
Interviews aren’t just about filling roles—they’re about building relationships. When you approach interviews with empathy, structure, and curiosity, you create an experience that attracts top talent and strengthens your employer brand.
In my next post, I’ll discuss Giving Constructive Feedback: Why It Matters, Even for Rejected Candidates. Stay tuned!
Throughout my career, I’ve seen interviews done in many different ways—some were structured and engaging, while others felt more like interrogations. What I’ve learned is this: interviews are a two-way street. While you’re evaluating the candidate, they’re also assessing your company.
A positive interview experience can set the tone for a long and successful working relationship—or, if done poorly, it can turn even the most eager candidatesaway. In this post, I’ll share some of the best practices I’ve used over the years to create an interview experience that leaves candidates feeling respected, informed, and excited about the role.
1. Prepare Like a Pro
I’ve always believed that preparation is a sign of respect. If I expect candidates to show up prepared, I need to hold myself to the same standard. A well-prepared interviewer creates a professional and welcoming experience.
Here’s What Works:
• Review the candidate’s resume before the interview—don’t skim it on the spot.
• Create a clear agenda and share it with the candidate in advance.
• Coordinate with the interview team to avoid repetitive questions or mixed messages.
2. Set the Stage for Comfort and Success
When candidates feel comfortable, they can show you their true potential. I’ve found that creating a welcoming environment—whether in person or virtually—goes a long way toward building rapport.
What I Recommend:
• Start with a friendly introduction—share your role and something personal to break the ice.
• Explain the structure of the interview so they know what to expect.
• Minimize distractions by choosing a quiet, professional setting (for both in-person and virtual interviews).
3. Ask Thoughtful, Open-Ended Questions
Good interviews spark genuine conversations. I’ve seen the best results when interviewers use open-ended questions that allow candidates to share their experiences, thought processes, and problem-solving skills.
Best Practices:
• Avoid yes/no questions—instead, ask “How would you approach…” or “Tell me about a time when…”
• Focus on real-world scenarios and challenges the candidate might face in the role.
• Be curious, not critical—you’re learning about the candidate, not trying to trip them up.
4. Listen More Than You Talk
One of the biggest mistakes I see interviewers make is talking too much. While it’s essential to share information about the company and the role, the interview should be candidate-centered.
What Works:
• Follow the 80/20 rule: Candidates should talk 80% of the time, while you talk 20%.
• Use active listening techniques—nod, take notes, and maintain eye contact.
• Ask follow-up questions based on their answers to keep the conversation flowing.
5. Be Transparent About the Role and Company
I’ve found that honesty is the best policy. Sugar-coating a role or downplaying challenges might get a candidate in the door—but it can lead to early turnover when reality hits.
How to Be Transparent:
• Be clear about job expectations, workload, and any challenges they might face.
• Share insights into company culture, team dynamics, and future goals.
• Be open about next steps and timelines for hiring decisions.
6. End on a Positive, Informative Note
How you close the interview can be just as important as how you start it. I always make sure candidates leave the conversation feeling respected, informed, and excited about what’s next.
Best Practices:
• Thank the candidate for their time and interest in the role.
• Share what the next steps will be and when they can expect to hear back.
• Ask if they have any final questions—this can reveal what matters most to them.
Final Thoughts: Interviews Are Experiences, Not Examinations
Interviews aren’t just about filling roles—they’re about building relationships. When you approach interviews with empathy, structure, and curiosity, you create an experience that attracts top talent and strengthens your employer brand.
In my next post, I’ll discuss Giving Constructive Feedback: Why It Matters, Even for Rejected Candidates. Stay tuned!
