Provisional Blog

4 Interview Best Practices Every Employer Should Follow

October 4th, 2016

As the Northwest’s leader in specialized recruiting and staffing services, Provisional knows that when you’re interviewing job candidates, it’s only natural to be focused on your needs. In other words, what skills, experiences and personality traits are right for the role? But are you also thinking about the situation from the candidate’s perspective?

If you’re not, you could be missing out on an important opportunity. After all, the best candidates have their choice of employers. And a negative interview experience could mean the difference between a great new hire – and a mediocre one. In fact, according to a 2015 Talent Trends report from LinkedIn, 83% of 20,000 professionals surveyed reported that having a negative interview experience can change their minds about the company or the position.

So next time you’re gearing up to hire, don’t take a chance and potentially leave a bad taste in the best candidate’s mouth. Instead, focus on providing a positive interview experience for each candidate by following these simple tips:

#1: Let the candidate meet their potential manager.

In many companies, it’s standard to have an HR person interview a candidate first before they’re passed on to the hiring manager. However, candidates expect to meet with the person they could potentially be working for right off the bat. They want to know who their boss will be so they can better evaluate whether the position is right for them. While their future boss might not be available for the whole meeting, having them present in the beginning or for the last few minutes can facilitate relationship building and make a big difference for a candidate.

#2: Skip pointless questions.

These include ones like “where do you see yourself in five years?” Candidates hate them and they don’t really help you assess whether or not they’re right for the role, so why even ask them? And if you do ask questions like these, a candidate will typically give you a vague or canned answer because they have no idea where they’ll be in five years.

#3: Showcase the culture.

Today’s savvy candidate knows there’s more to a job than tasks and responsibilities. They want to know about the company culture and what it’s like to work there day in and out. So show them by giving them an office tour and introducing them to potential co-workers. Also talk about fundamentals like the company’s vision and mission, examples of past projects, and community involvement.

#4: Keep candidates informed.

The quickest ways to annoyed candidates is too leave them in the dark. Even if it’s bad news, share it as soon as you know it. That way, they can mentally cross your opportunity off the list and move on, no hard feelings. Just don’t promise them a decision next week and leave them hanging for three weeks, wondering and worrying.

Need more help improving your candidate interview experience? Call Provisional. Since 1994, we’ve been the Northwest’s leader in specialized recruiting and staffing services, placing over 6,000 direct-hire professionals with companies in Seattle, Spokane, and Coeur d’Alene. We can help you with every aspect of hiring, from sourcing and screening to interviewing and reference checks.

Contact us today. We’re ready to help you find the people you need.