So, the Recruiting team has helped get some candidates lined up, and you are getting ready to interview for your open role. Here are a few tried-and-true tips to help you run an effective (and less stressful) interview process.
1. Be prepared
A little prep goes a long way. Before you sit down with a candidate, know what you want to learn about them and what you want them to learn about the position. Review their resume, jot down a few notes, prepare your questions (4-5 are good), and consider how you want the conversation to unfold.
Good candidates notice when you’ve done your homework. Mentioning something specific from their background shows genuine interest and helps get things off to a good start. And of course, close those emails, and don’t take calls unless it’s very important. I know I am biased, but there aren’t too many things more important than interviewing people you may hire.
2. Ask and really listen
The resume gives you the basics. It’s just a piece of paper. The interview is where you get the real story. Ask open-ended questions that let candidates expand on their experience and personality. Then, listen—really listen—to what they’re saying (and sometimes what they’re not saying).
Pro tip: If you are meeting multiple candidates for the same role, ask every candidate the same questions. The best answers will always stand out.
Let them take the lead in their answers rather than steering the conversation too much. You’ll pick up on their communication style, how they think through situations, and what motivates them. A good interview is 30% you, 70% the candidate.
3. Be clear about next steps
No one likes being left in the dark. Lewis Recruiting will likely have covered this with the candidate, but if you are asked, be upfront about what comes next, such as the number of rounds, the timeline, and how you’ll communicate updates. Even if the process takes time, a little transparency goes a long way toward building trust with candidates.
4. Keep it conversational
Interviews can be nerve-wracking for both sides. But good interviews are not interrogations. Try to make it feel more like a conversation. When you create a relaxed atmosphere, candidates are more likely to open up and give you a genuine sense of who they are.
You’ll also get a better read on how they communicate naturally, which can tell you just as much as their answers. And it is a good indication of their soft skills.
5. Follow up
When you’ve found your top choice, a quick phone call or email to Recruiting is the next step. And do it quickly. We don’t want to lose a good prospect.
Every interviewer has their own rhythm, but these basics can help you connect with candidates and make smarter, more confident hiring decisions at Lewis. The more you practice, the more natural it’ll feel, and the better your interviews will get.
For structured interview questions on our most high-volume positions, go to the Lewis intranet and visit the Recruiting tab.
Want to learn even more? Join David Draper, Sr. Director of Talent Acquisition, at his next interview skills class.
David Draper is the Director of Talent Acquisition for Lewis. David is proud to be a part of a successful, stable, and winning team dedicated to its projects, its people and its community. Follow David on Twitter @LewisRecruits.