In today’s competitive talent market, a well-conducted interview is more important than ever. Regardless of current market conditions, top candidates often have multiple opportunities on the table. A thoughtful and engaging interview not only helps you make the right hire—it also positions your company as an employer of choice.
At Scitex, we believe that interviews are as much about evaluating talent as they are about creating a compelling candidate experience.
Below are proven strategies to help you run an effective interview, whether in person or virtually.
- Prepare Thoughtfully
Preparation is key to a successful interview. Candidates can quickly tell when an interviewer hasn’t reviewed their background, and it can significantly impact their perception of your company.
- Carefully review the candidate’s resume and cover letter in advance.
- Understand the job description and the key competencies required.
- Prepare a tailored list of questions aligned with your evaluation criteria.
A little prep goes a long way in demonstrating your genuine interest and professionalism.
- Create a Welcoming Environment
First impressions matter. Whether you’re meeting in person or over video, aim to set a friendly and professional tone from the outset.
- Greet the candidate warmly and introduce yourself and any other attendees.
- Smile, maintain eye contact, and show enthusiasm—these small gestures can help put candidates at ease.
- Make sure any technology (audio, video, presentations) is working smoothly before the meeting begins.
- Build a Human Connection
An interview shouldn’t feel like an interrogation. Establishing rapport early helps candidates open up and show their true selves.
- Start with light, open-ended questions to break the ice.
- Ask about their background, interests, or what attracted them to your organisation.
- Encourage candidates to ask their own questions throughout the interview or during a dedicated Q&A section.
- Ask Open-Ended Questions
To get meaningful insights into a candidate’s capabilities, frame your questions to invite detailed responses.
Examples include:
- “Can you share a recent experience where teamwork played a critical role?”
- “Tell me about a professional challenge you’ve faced and how you addressed it.”
These types of questions reveal more about a candidate’s mindset, problem-solving skills, and communication style than a simple yes/no query ever could.
- Explore Cultural Fit
Hiring the right person goes beyond skills and experience. A good cultural fit ensures longevity and mutual satisfaction.
- Ask candidates about the type of environment in which they thrive.
- Explore their preferred communication and collaboration styles.
- Discuss your company values and mission and see how they align with the candidate’s own.
- Assess Problem-Solving Abilities
Present real-world scenarios or role-specific challenges and ask candidates how they’d approach them.
- This can be a great way to evaluate their analytical thinking and practical application of knowledge.
- It also gives insight into how they’d operate in the role from day one.
- Talk About the Future
Understanding a candidate’s career aspirations is vital—especially if you’re looking for someone to grow with your business.
- Ask about their long-term goals and where they see themselves in the next 3–5 years.
- Share how your company supports employee development, whether through mentorship, training, or career progression opportunities.
- Highlight What Sets You Apart
Remember, candidates are interviewing you as much as you’re interviewing them.
- Talk about the unique aspects of your company culture, values, benefits, and work environment.
- Share any perks, career development opportunities, or exciting projects they’d be involved in.
- If they are onsite with you, show them around so they get a sense of the company, where they’d work, their potential team mates, and any interesting parts of your operations (which are appropriate to share at this stage).
- Manage the Interview Flow
A well-structured interview reflects strong organisational values.
- Be mindful of time, ensuring all key topics are covered without rushing.
- Avoid spending too long on any one area or question—this helps maintain energy and focus throughout.
- End on a High Note
Leave candidates with a strong, positive impression of your company.
- Summarise the key points discussed and express your appreciation for their time.
- Clearly outline next steps in the hiring process and when they can expect to hear back.
- Move Quickly with Promising Candidates
If a candidate stands out, let them know promptly.
- Express your interest and keep them informed of the next steps without delay.
- Transparency around timelines helps manage expectations and keeps top talent engaged.
- Follow Up and Keep Engagement High
Timely communication is crucial in the decision-making process.
- Stick to the timeframes you set for providing feedback.
- Where possible, offer constructive feedback—regardless of the outcome.
- If an offer is being extended, act fast to reduce the risk of counteroffers or losing momentum.
If there are delays, keep candidates and or your recruitment partner informed. Proactive updates can go a long way in maintaining trust and enthusiasm.
An interview is more than just a hiring step—it’s an opportunity to showcase your company, build rapport with talent, and make a memorable impression. Whether conducted in-person or over video, these strategies will help you provide a positive and professional experience that sets the foundation for successful hiring outcomes.
For more advice on running successful interviews—or if you’re looking to connect with high-quality candidates—our team is here to help.
You’re welcome to reach out to our Talent Acquisition Lead, Belinda McKenzie, at belinda@scitexgroup.com | (09) 200 3121
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