4 Easy Ways to Upgrade Your Interviews

The hiring process can be long and expensive. But with a few small tweaks to your interviews, you won’t be wasting time or money, because you’ll attract — and more importantly, be able to hire — the very best talent. And these four tips will help you upgrade your interviews in no time. For more tips, make sure to download our latest eBook, Exceptional Interviews in 9 Easy Steps.

1. Compose thoughtful questions ahead of the interview

When it comes to asking candidates interview questions, don’t fly by the seat of your proverbial pants. Instead, draw up thoughtful questions ahead of the interview — questions that will address emotional intelligence and cultural fit, as well as determine whether the candidate has the needed technical skills required to do the job well. To figure out if a candidate will fit in your company, ask behaviour-based questions, such as, “Tell me about a time you had to deliver bad news to your manager.” And to come up with a list of relevant technical skills, and develop questions based on them, start by asking employees what skills they needed to succeed in that or similar roles. Their answers can help you determine the skills you’ll need to see during the interview process.

RELATED: 7 Questions Every Interviewer Should Be Asking

2. Encourage candidates to come prepared

Even top talent can flub an interview — especially if a job description was in some way lacking. So, help candidates succeed in their interview by providing them the resources they’ll need to prepare, such as a detailed job description, information about your company’s mission and its history, and an overview of what they can expect throughout the interview and hiring process.

For example, if they will be given a test, don’t surprise them with an exam during the interview; let them know you plan to issue one so they can come to the meeting (and test) prepared.

3. Keep detailed notes

Throughout the interview process, interviewers should keep detailed notes that will help them recall and compare candidates and assist you in hiring the right person for the job. But these notes also serve another purpose: Should your company ever be accused of bias, they can protect you. As such, notes should be recorded as concise bullet points and should reference facts, not feelings. These notes should avoid references to age, gender or other characteristics.

RELATED: Guide to Diversity and Inclusion in the Workplace

4. Give interviewees the chance to shine

Interviews can fluster even the best candidates, and some may even offer sub-par answers when they are nervous. So, give candidates the chance to clarify or extend their answers at the end of the interview — which gives them a chance to shine and show you their true potential. You might say something like, “Would you like to add anything else?” or “Do you have any questions for us?” to get the ball rolling. Then, be prepared to answer any questions they may have for you.

Learn More:

Exceptional Interviews in 9 Easy Steps