HOW TO CONDUCT AN INTERVIEW

 

"I hate conducting interviews!!!"

how to conduct an interview, hiring A players, methods of employee engagement, talent management process, and the best talent management software

 

Interviewing and hiring are two of the greatest opportunities for managers and companies. They are like spring, a renewal and the start of growth. Yet, the process of interviewing and hiring is too often dreaded instead of welcomed and embraced in business. We believe a big reason for this is a lack of knowledge in best practices for how to conduct an interview.

Interviewing and hiring should be rewarding and fun at the end of the day. These activities are your opportunity to directly impact the level of talent at your company which in turn impacts performance. Please enjoy our comprehensive checklist of best practices for anyone involved in the interviewing and hiring process. We even included some real laughers that DO happen in the real world.

Thank you for visiting our 196 Tips for How to Conduct an Interview page and connecting with Zalent!

 

how to conduct an interview, hiring A players, methods of employee engagement, talent management process, and the best talent management softwareHow to Use the Tips Checklists

This guide is organized into 7 sections of best practices for how to conduct an interview. Click on the section title to navigate to that area. At the bottom of each section, you will find a handy button that allows to you download a free PDF of each checklist in case you want to keep a copy. Use these tips to check-off things you definitely do not want to do and identify those you do want to include in your process. Have fun!

how to conduct an interview, hiring A players, methods of employee engagement, talent management process, and the best talent management software 

 

SECTIONS:

                                                              how to conduct an interview, hiring A players, methods of employee engagement, talent management process, and the best talent management softwarePostings, Resumes, and Selection

                                                                how to conduct an interview, hiring A players, methods of employee engagement, talent management process, and the best talent management software   Interview Process

                                                               how to conduct an interview, hiring A players, methods of employee engagement, talent management process, and the best talent management software Building Rapport

                                                              how to conduct an interview, hiring A players, methods of employee engagement, talent management process, and the best talent management software   Questions

                                                                how to conduct an interview, hiring A players, methods of employee engagement, talent management process, and the best talent management software  Hiring A Players

                                                               how to conduct an interview, hiring A players, methods of employee engagement, talent management process, and the best talent management software Transparency

                                                               how to conduct an interview, hiring A players, methods of employee engagement, talent management process, and the best talent management software Common Sense

 


        how to conduct an interview, hiring A players, methods of employee engagement, talent management process, and the best talent management softwarePostings, Resumes, and Selection

 

"But this resume is so pretty!"

how to conduct an interview, hiring A players, methods of employee engagement, talent management process, and the best talent management software

Below are 26 of our favorite best practices for Postings, Resumes, and Selection from our 196 Tips for How to Conduct an Interview guide. These tips can be used from the first step in creating postings, to reviewing resumes, and then for selecting candidates for interviews. At the bottom of the section, be sure to click the 'Download a PDF' to save your own copy of these tips.  If you like what you read, please use the media buttons (look like this above and belowhow to conduct an interview, hiring A players, methods of employee engagement, talent management process, and the best talent management software) to share with others who may also benefit from this content. Enjoy!

 

  • Don’t be vague when posting the position.
  • DO define with laser like precision what outcomes and goals the person in the job must accomplish for success.

 

  • Don’t publish postings that are a laundry list of activities describing responsibilities of the position.
  • DO publish precise postings that describe in detail (this usually means using numbers) the outcomes that need to be accomplished in the position.

 

how to conduct an interview, hiring A players, methods of employee engagement, talent management process, and the best talent management software

  • Don’t put too much emphasis on finding candidates with “fancy” degrees from “elite and prestigious” institutions assuming they are “smarter” than “average” candidates so they will perform “better” in the job.
  • DO place a lot of emphasis in the posting and process for identifying the person who has the best background of experience mixed with the right competencies that will yield the greatest probability of achieving successful outcomes in the position.

 

  • Don’t simply rely on company postings, job-boards, and/or recruiters to generate the candidate pool.
  • DO reach out to your network of family, friends, non-competitive industry peers, customers, vendors, and partner organizations to ask for their referrals to the most talented people they know who might be perfect candidates for your company.

 

  • Don’t wait for an opening and an official posting to start finding candidates.
  • DO look for candidates proactively on a regular basis regardless of vacancies by alternative methods like networking, social gatherings, school affiliations, new people you meet, business vendors, and customer contacts.

 

  • Don’t limit your postings to placement on the typical job sites and your company’s career page.
  • DO embrace social media like Facebook, Twitter, YouTube, Instagram, and LinkedIn to market the opportunity and expand candidate reach.

 how to conduct an interview, hiring A players, methods of employee engagement, talent management process, and the best talent management software

  • Don’t create a posting and assume your work is finished with the posting.
  • DO remain open to modifying and improving the posting based on candidate feedback, the quality and volume of applicants, and how long the requisition is open for the position.

 

  • Don’t select candidates for inclusion in the process simply based on those who have the “prettiest” and most “well-formatted” and “written” resumes unless you are hiring a copy editor or author.
  • DO select candidates to interview who have documented experience and results on their resume that support the likelihood that they can accomplish the job’s necessary outcomes.

 

  • Don’t reject candidates who fail to meet every detail of your requirements while looking for perfect resumes (and hopefully you already read the rest of these tips and are not publishing job postings based simply on qualifications).
  • DO keep an open mind to find the best person that can accomplish outcomes most important to the job.

 

  • Don’t label candidates with several jobs and/or companies on their resume as “flaky” or “not loyal”.
  • DO keep in mind that things like industry turmoil, economic downturns, certain life events, and company collapse all result in job movement that is largely out of a candidate’s control. On the flip side, US Bureau of Labor reports widely predict that today’s workers are going to have many, many more jobs that yesterday’s workers due to the evolution of the new economy and influence of technology. Broad candidate experience across many jobs and companies might also be just what is needed for maximum success in attaining the position’s outcomes too.

 how to conduct an interview, hiring A players, methods of employee engagement, talent management process, and the best talent management software

  • Don’t come to the interview without doing your homework on each candidate.
  • DO take the time to thoroughly review candidate resumes, applications, letters of submission, and any other documentation you have before the interview.

 

  • Don’t assume that a candidate with a strong background is less attractive because they have not been working in your exact industry or field.
  • DO appreciate that experience in another industry or field which demonstrates the ability to accomplish important outcomes in the role you are hiring is valuable and should be vetted in the hiring process. Qualifications and industry experience do not matter as much as the ability to achieve key goals in the role!

 

  • Don’t interview candidates you know you won’t hire for the position given a clear lack of experience and/or competencies whether they are internal or external candidates.
  • DO place a premium on both your time and candidate time. Sourcing, interviewing, and hiring the right way takes a lot of time. Do not waste that time giving “courtesy” interviews.

 

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                      Perpetual+onboarding.jpg Interview Process

 

"Why do we need a process?"

how to conduct an interview, hiring A players, methods of employee engagement, talent management process, and the best talent management software

Below are 40 of our favorite best practices for Interview Process from our 196 Tips for How to Conduct an Interview guide. These tips can be used to create a repeatable and highly effective process that will yield A players as you master how to conduct an interview. At the bottom of the section, be sure to click the 'Download a PDF' to save your own copy of these tips.  If you like what you read, please use the media buttons (look like this above and belowhow to conduct an interview, hiring A players, methods of employee engagement, talent management process, and the best talent management software) to share with others who may also benefit from this content. Enjoy!

 

  • Don’t recruit, interview, or hire people without defining your hiring policy.
  • DO define clear policy related to hiring practices that are ethical and fit well within the law.

 

  • Don’t put off creating an employer and employee handbook.
  • DO spend time before you grow your team and company to outline fundamental elements such as benefits, vacation, sick time, holidays, floating holidays, family-medical leave, flextime, office policies, and company structure.

 how to conduct an interview, hiring A players, methods of employee engagement, talent management process, and the best talent management software

  • Don’t interview if you do not know what you are doing based on experience.
  • DO spend time observing or shadowing other hiring managers in their interviews to gain experience before you need to lead your own interview process. Consider asking your employer to pay for interview training or invest the money yourself on such training if you are the business owner or a decision maker.

 

  • Don’t jump into the interview process with face-to-face interviews.
  • DO incorporate phone screening interviews and/or video interviews to maximize return on time and cull the pool of candidates.

   

  • Don’t use “voodoo” interviewing techniques such as using snap judgements (first looks), trick questions or logic problems, gimmicks to test behavior, assuming personality based on things like “dog or cat people”, or going by “gut”.
  • DO use a standardized and widely accepted process as your interviewing approach. The best method is one that uses the same questions for each candidate and focuses on the experience and competencies needed to accomplish the position’s key outcomes.

 

  • Don’t design an interviewing process exclusively around questions.
  • DO include important real-world activities for candidates in the process. If you are seeking a sales person, role play and have them demonstrate their selling skills multiple times. If you are hiring a chef, have them cook a meal. If you are filling a position that requires presenting, have candidates build and deliver a presentation with Q&A.

 

  • Don’t schedule interview windows that are not long enough which result in rushed questions, answers, and leave everyone feeling short-changed.
  • DO block more time than is needed on your schedule for each candidate you intend to interview.

 

how to conduct an interview, hiring A players, methods of employee engagement, talent management process, and the best talent management software

  • Don’t schedule interviews during weird times or days.
  • DO stick to an interview schedule that aligns with the business’ or industry’s established operating hours.

 

  • Don’t interview candidates by yourself.
  • DO have a partner and decide in advance who will ask the questions and who will act as the scribe. Being a great interviewer is enough of a challenge without also trying to be a great scribe at the same time.

 

  • Don’t count on remembering everything candidates say simply by listening.
  • DO ensure you use a process for documenting what a candidate says in an interview.

 

  • Don’t use a series of interviews with different interviewers without good planning.
  • DO have multiple people interview each candidate and plan who will focus on what sections of the candidate’s career and which competencies so time is not wasted revisiting the same history in each interview.

 

  • Don’t use an interview guide that does not have a method to compare candidates.
  • DO implement a process where candidates are scored and ranked on their interviews and answers related the specific experience and competencies needed for success in the job. Quantify and compare the candidates using a numeric score.

    

how to conduct an interview, hiring A players, methods of employee engagement, talent management process, and the best talent management software

  • Don’t create awkward situations where candidates for the same position are running into each other coming and going from interviews.
  • DO manage interview logistics so there is more than able time to spread out candidate scheduling during the process. This will prevent uncomfortable situations for candidates, make you look more professional, and ensure you have plenty of dedicated time for each interview.

 

  • Don’t surprise candidates with the process or format of the interviews.
  • DO tell them exactly what you plan such as a deep discussion about their experience that is relevant to this position and anything else applicable like a panel interview, presentation, hands-on demonstration, or documentation to bring to the interview. You will expect your ultimate hire to be prepared each day for work. Set that expectation before the interview process by being transparent about each step.

 

  • Don’t fail to include other interviewers in the process.
  • DO be humble enough to understand that hiring is hard work that demands the help of others. This approach will yield huge returns when done right at any company. Bring other minds into the process to be sure they see what you see in regards to absolute fit for each role.

 

  • Don’t only have managers, executives, or supervisors do the interviewing.
  • DO have top employees who have demonstrated ability to achieve top results and serve as examples of the business’ culture be involved in the interview process.

 

how to conduct an interview, hiring A players, methods of employee engagement, talent management process, and the best talent management software

  • Don’t spend all your time with top candidates only in the interview room.
  • DO take your strongest candidate(s) out for a nice meal. This is the opportunity to build more rapport and learn even more about the person in a setting other than the office. Remember, your goal is to learn as much as you can (within the boundaries of ethics and the law) about your top candidate(s) so you can make the absolute most informed hiring decision.

 

  • Don’t extend an offer until you and your team are 100% aligned and comfortable with the selected candidate.
  • DO continue with the process until any doubt is eliminated or move on to the next top candidate if you cannot remove lingering questions concerning the top ranked candidate.

 

  • Don’t offer a candidate the job or negotiate the package with a candidate without being completely aligned internally on the boundaries of the offer.
  • DO make sure you have approval to make an offer and know the limits you are authorized to negotiate within in advance of offering the position to your favorite candidate.

 

  • Don’t just talk about a job offer and acceptance.
  • DO put the specifics of the offer including the position, title, start date, benefits, and other relevant details along with the candidate’s acceptance in writing.

 

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                        how to conduct an interview, hiring A players, methods of employee engagement, talent management process, and the best talent management softwareBuilding Rapport

 

how to conduct an interview, hiring A players, methods of employee engagement, talent management process, and the best talent management software

Below are 26 of our favorite best practices for Building Rapport from our 196 Tips for How to Conduct an Interview guide. These tips are a key part of how to conduct an interview to get the most out of your time with candidates. The more rapport you build with candidates then the more they tell you which helps identify the true A players. At the bottom of the section, be sure to click the 'Download a PDF' to save your own copy of these tips.  If you like what you read, please use the media buttons (look like this above and belowhow to conduct an interview, hiring A players, methods of employee engagement, talent management process, and the best talent management software) to share with others who may also benefit from this content. Enjoy!

 

  • Don’t disrespect candidate time and schedules.
  • DO be punctual and stick to scheduled dates.

 

  • Don’t act like candidates are lucky to be interviewing for the position.
  • DO remain humble and remember labor supply in the US is in decline and will be so for many years. The new reality will soon hit that employers need top candidates and top talent more than they need you because they are becoming smaller in number.

 

  • Don’t jump right into the interview with a candidate.
  • DO take time to explain how the interview will flow and chat with the candidate to warm them up and settle their nerves. Usain Bolt warms up and stretches before a race. Help candidates to do this too.

 

 how to conduct an interview, hiring A players, methods of employee engagement, talent management process, and the best talent management software

  • Don’t be robotic and “poker faced” in the interview.
  • DO be yourself and act natural during the interview.

 

  • Don’t act like an interrogator.
  • DO behave in a way that cultivates trust, openness, and honesty so candidates will tell you what you need to know about their experience (the good AND the bad).

 

  • Don’t turn an interview into an opportunity for you to talk too much and dominate the conversation.
  • DO make the interview conversational and 2-way while always remembering you are there to prompt the candidate to speak while you LISTEN.

 

  • Don’t take extended breaks where you check your email or handle business during the interview or purposely leave the candidate to see how they respond to your absence.
  • DO plan appropriate bio and refreshment breaks in the case of extended interviews.

 

 how to conduct an interview, hiring A players, methods of employee engagement, talent management process, and the best talent management software

  • Don’t argue, become angry, or get defensive in case you do not agree with a certain topic or position that is discussed during an interview.
  • DO remain calm and objective while listening to another perspective. You can decide later if that perspective is completely wrong, or maybe even right.

 

  • Don’t talk about politics or other controversial subjects in an interview.
  • DO embrace a diverse mindset that allows each individual to have their unique perspective. The easiest way to avoid an argument is not have one in the first place. Keeping hot buttons out of the interview process allows everyone to focus on the most important subject: finding the best candidate that can accomplish the key objectives required in the role.

  

  • Don’t be offended if a candidate says don’t want to be recorded on audio or video and use it as a reason for elimination unless you are hiring for a film or TV person.
  • DO understand that some people genuinely feel nervous in front of the camera or microphone. Remember, your job is to make them comfortable so they will tell you what you need to know about their background.

 

how to conduct an interview, hiring A players, methods of employee engagement, talent management process, and the best talent management software

  • Don’t leave candidates hanging on a limb after interviews.
  • DO be prompt and timely in follow-up with candidates after each interview. Let them know ASAP if they will be moving forward in the process. Glassdoor is FULL of company ratings where candidates post a common complaint, “They never even followed up with me.”

 

  • Don’t fail to give candidates who have been eliminated feedback on their strengths and weaknesses.
  • DO remember that feedback is a gift. A candidate may not be right for the role at this point. They might become what you need down the road if give them constructive and balanced feedback as to why they are not the best fit today.

 

  • Don’t burn bridges with candidates by treating them poorly or showing a lack of respect because they are not your top pick for the job.
  • DO remember that people talk, Tweet, Facebook, blog, and post on sites like Glassdoor. You have an opportunity to create an advocate for your company with every candidate regardless of whether you hire them or eliminate them in the process. Strive to leave every candidate thinking “Wow, that is an awesome leader and company. I did not get the job this time but I would try for another role and recommend them to my contacts.”

 

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                          how to conduct an interview, hiring A players, methods of employee engagement, talent management process, and the best talent management software  Questions

 

how to conduct an interview, hiring A players, methods of employee engagement, talent management process, and the best talent management software 

Below are 20 of our favorite best practices for Questions from our 196 Tips for How to Conduct an Interview guide. Asking the right questions is a fundamental part of knowing how to conduct an interview. By asking better questions you will uncover more meaningful information that will help you identify the true A players. At the bottom of the section, be sure to click the 'Download a PDF' to save your own copy of these tips.  If you like what you read, please use the media buttons (look like this above and belowhow to conduct an interview, hiring A players, methods of employee engagement, talent management process, and the best talent management software) to share with others who may also benefit from this content. Enjoy!

 

  • Don’t play make-believe and ask questions of the “what if” type like “Tell me how you would handle such and such a thing that has never happened?”
  • DO ask straight-line and direct questions about previous experience related to specific situations that are important to the position’s outcomes.

 

  • Don’t waste time asking dumb questions like “Where do you see yourself in 10 years?” or “What is your greatest weakness?” or “What is your least favorite thing to do at work?”
  • DO invest a great deal of time asking questions related to candidate competency and experience related to accomplishing the role’s most important outcomes.

 

how to conduct an interview, hiring A players, methods of employee engagement, talent management process, and the best talent management software

  • Don’t take the first response from the candidate as the final answer and move to the next question.
  • DO follow-up for more on each question to uncover the real nitty-gritty where important details lie regarding competencies and experience. “What else can you tell me about that?” “What else do you remember about it?”

 

  • Don’t be the one doing all the questioning in the interview.
  • DO invite candidates to prepare questions about the job and plan for ample time for them to ask those questions in the interview.

  

  • Don’t eliminate strong candidates because of an imperfect answer or even a bad answer to a question.
  • DO implement a thorough process where you dig deep into actual experience with your follow-up questions across multiple interviews so you can objectively score and rank candidates based on a large data set.

  how to conduct an interview, hiring A players, methods of employee engagement, talent management process, and the best talent management software

  • Don’t fall into the habit of asking closed ended questions that promote single word answers and then fault candidates for not giving you adequate answers.
  • DO focus on open ended questions that typically start with “what, how, why,” and facilitate greater dialogue during interviews.

 

  • Don’t keep quiet about concerns you have or issues you see in a candidate’s background, resume, and/or interview answers.
  • DO be transparent and let candidates know what your concerns are and give them the opportunity to address those concerns. Make sure you listen with an open mind.

 

  • Don’t focus only on verbal communication in the interview.
  • DO pay attention to nonverbal ques like body language and tone. Over 90% of human communication is conveyed outside of words.

  how to conduct an interview, hiring A players, methods of employee engagement, talent management process, and the best talent management software

  • Don’t use a different set of questions for different candidates.
  • DO be methodical and process oriented in using the same set of questions for each candidate at each step so you build a consistent perspective.

 

  • Don’t fear silence during an interview.
  • DO become comfortable in the “uncomfortable” silence. Remember that silence is your friend. When you ask a question and are then silent or allow a pause to exist during dialogue it nearly always prompts the candidate to talk more about the situation.

 

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                      calibrate.png Hiring A Players

 

typical results given typical interview.jpg  

Below are 36 of our favorite best practices for Hiring A Players from our 196 Tips for How to Conduct an Interview guide. A players can single-handedly impact business results and elevate performance of the entire team. Knowing how to conduct an interview to hire A players is key if you want to drive talent and HR optimization in your company. At the bottom of the section, be sure to click the 'Download a PDF' to save your own copy of these tips.  If you like what you read, please use the media buttons (look like this above and belowhow to conduct an interview, hiring A players, methods of employee engagement, talent management process, and the best talent management software) to share with others who may also benefit from this content. Enjoy!

 

  • Don’t simply focus on candidate qualifications like degrees, certifications, or courses unless the position absolutely requires such specialized knowledge.
  • DO focus on previous and current accomplishment paired with experience that provides strong evidence that the candidate can accomplish the position’s critical outcomes.

 

  • Don’t create a “high-pressure” interview environment that in unrealistic in comparison to the actual workplace to “intimidate” weaker candidates and get strong candidates to “thrive under pressure.”
  • DO ensure a comfortable and inviting atmosphere where candidates will relax and give you their best performance that will help you identify the best person that can do the job at a high-level.

 

  • Don’t think that candidates are the only ones that need to do the convincing in the interview and process.
  • DO sell strong candidates on why they want to work for the company and how they will benefit in the job.

 

how to conduct an interview, hiring A players, methods of employee engagement, talent management process, and the best talent management software

  • Don’t implement a formulaic method of selecting candidates or the ultimate hire based on an equation of number of years of experience, length of education, number of jobs, or other variables.
  • DO implement a common-sense process that distills candidate experience to identify those who with demonstrated ability to do the job at an elite level and competency to fit with the company culture.

 

  • Don’t take what candidates say about their strengths and weaknesses at face value.
  • DO invest the time and effort to track down and speak with references and other relevant parties in the candidate’s employment background. Remember what Ronald Reagan said, “Trust, but verify.”

 

  • Don’t simply view candidates based on their current skillset.
  • DO look for the best candidate that can both accomplish the current role’s outcomes AND possesses the right competencies to learn, adapt, and grow into future roles.

 

  • Don’t be intimidated by candidates who are more experienced or accomplished than you.
  • DO remember that the most successful leaders share the attribute of surrounding themselves with people who possess significant experience, exceptional competency, and may even be better in many ways than “the boss”.

 

how to conduct an interview, hiring A players, methods of employee engagement, talent management process, and the best talent management software

  • Don’t wait “forever” for the person who may not exist for the role.
  • DO be willing to re-assess position mission and outcomes to ensure they are truly what you need and want in that role in cases where you struggle over an extended and lengthy search to fill a vacancy. Remember, there are over 7,000,000,000 people on earth. If you can’t find what you are looking for, maybe you are wrong in what you are trying to find.

 

  • Don’t eliminate candidates who have the experience and competency needed for success in the role because you don’t like how they dress or their style of clothing (assuming it is not offensive or inappropriate) unless you are staffing for a high fashion designer or stylist role.
  • DO be open to different expression of tastes. Remember, Steve Jobs liked to wear mundane black mock turtlenecks (long after they were out of style) and non-designer jeans…and he was pretty good at his job at the end of the day.

 

  • Don’t overvalue experience that may really be outdated given the length of time since occurrence in the candidate’s background.
  • DO subscribe to the adage that “past performance predicts future behavior” mixed with the fact that present experience relevant to the job at hand is more valuable than past experience.

 

  • Don’t assume that shyness or a calm demeanor means the candidate is a dud unless the job has outcomes that require competencies like charisma, charm, and big personal impact.
  • DO focus on the experience and competency critical to succeeding in that role. If you find the person who has a high probability of success in the role and they can be sent to “High Impact Presentations” once they are an employee, you win! Not only did you find the best person for the job right now, you just increased their value to the organization and their engagement through simple training.

 

how to conduct an interview, hiring A players, methods of employee engagement, talent management process, and the best talent management software

  • Don’t equate “nothing bad” and “everything is okay” with “they are the right candidate.”
  • DO remember that “okay” is average and going with average is settling for less than great. In this case, you most likely need to improve the quality and quantity of the candidate pool (unless you have searched and interviewed for a long time which could mean the job’s mission and outcomes are not properly defined).

 

  • Don’t “fall in love at first sight.”
  • DO remember what it was like during your dating years. Many times, the first date was the best date. On dates 2, 3, or even 4 you realized there really was not a compatible match. Invest in multiple rounds of interviews with top candidates to really explore their experience, competency, and fit for your team and company culture.

 

  • Don’t recruit, interview, or hire people if you cannot describe your company culture.
  • DO spend time defining your company culture and the adjectives that will describe candidates that excel in that culture.

 

  • Don’t offer the job to the first candidate you interview in the process.
  • DO remain patient and take the time to interview several candidates so you can be sure your favorite candidate really is the right one through perspective.

 

  • Don’t assume you need to hire from the outside or have a narrow focus that leads you to predominantly look for external candidates.
  • DO network within your own company to identify talent across teams, divisions, or even other businesses. Extensive works like ‘Good to Great’ have demonstrated time and again the best performing organizations share a common trait of developing talent from within their own walls.

 
how to conduct an interview, hiring A players, methods of employee engagement, talent management process, and the best talent management software

  • Don’t limit the data you gather on candidates to the interviews.
  • DO invest time Googling people and checking out their social media profiles to gain additional valuable insight on candidates.

 

  • Don’t forget to ask for candidate documentation.
  • DO ask candidates to bring their last 3 years of reviews and any supporting documentation for accomplishments listed on their resume. Then, take the time to thoroughly read the documentation (commit to returning documentation back to candidates if you need to keep it for review after the interview).

 

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                        how to conduct an interview, hiring A players, methods of employee engagement, talent management process, and the best talent management softwareTransparency

 

how to conduct an interview, hiring A players, methods of employee engagement, talent management process, and the best talent management software  

Below are 14 of our favorite best practices for Transparency from our 196 Tips for How to Conduct an Interview guide. A players thrive in environments that have a lot of trust and transparency. Creating this environment starts in the hiring process and is an important part of knowing how to conduct an interview that will identify and attract A playersAt the bottom of the section, be sure to click the 'Download a PDF' to save your own copy of these tips.  If you like what you read, please use the media buttons (look like this above and belowhow to conduct an interview, hiring A players, methods of employee engagement, talent management process, and the best talent management software) to share with others who may also benefit from this content. Enjoy!

 

  • Don’t paint an unrealistic picture regarding the job and company.
  • DO be candid about the position and company. Every role and business has good things and bad things. Be open and honest about all of it.

 

  • Don’t oversell the position and company.
  • DO be realistic with the position’s career path for those who succeed in the role. If you oversell a candidate on what success in this job will mean for them down the road, they will most likely end up being unsatisfied and disengaged at the company.

 

  • Don’t neglect to check your company reviews and ratings on the internet.
  • DO be proactive in checking comments about the business on sites like Glassdoor, Great Place to Work, Indeed, and Vault to stay current regarding current and former employee ratings. It is also a good idea to Google your product or service reviews from customers. Use the feedback to make improvements and take positive action. When an informed candidate asks you about something they read online you can state the company is aware and has acted to address any negative reviews. Use positive ratings and reviews to recruit and sell your favorite candidate(s) on why they should work for your company.

 

how to conduct an interview, hiring A players, methods of employee engagement, talent management process, and the best talent management software

  • Don’t make finding your location a part of the “test”.
  • DO provide clear and accurate directions to the interview location.

 

  • Don’t operate the interview in a vacuum and not talk about the real world of the organization.
  • DO speak openly to candidates and share real problems or issues (without giving confidential information) the team is trying to solve at the moment. You might find your best candidate has an idea to solve a problem before even coming to the team. You might also get good insight and suggestions from candidates who are not moving on in the process.

 

  • Don’t lie or exaggerate about your experience or the company.
  • DO be honest and transparent and remember that you are not the only one doing the interviewing and back ground checking (good candidates will interview and research you too).

 

  • Don’t make candidates spend money to participate in the interview without reimbursement from your company if they are not on the same page from the start.
  • DO ensure you clearly communicate the company’s reimbursement policy to candidates before they begin the interview process so they can make an informed decision regarding participation and potential travel.

 

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                        how to conduct an interview, hiring A players, methods of employee engagement, talent management process, and the best talent management softwareCommon Sense

 

how to conduct an interview, hiring A players, methods of employee engagement, talent management process, and the best talent management software  

Below are 34 of our favorite best practices for Common Sense from our 196 Tips for How to Conduct an Interview guide. While some of these tips might seem like no-brainers, trust us, they do happen in the real world! Don't become another truth-is-stranger-than-fiction story on social media. At the bottom of the section, be sure to click the 'Download a PDF' to save your own copy of these tips.  If you like what you read, please use the media buttons (look like this above and belowhow to conduct an interview, hiring A players, methods of employee engagement, talent management process, and the best talent management software) to share with others who may also benefit from this content. Enjoy!

 

  • Don’t set out to hire without understanding the law.
  • DO spend time to become educated about Fair Hiring Practices and Job & Discrimination Laws for Employers before you begin recruiting and interviewing at your company.

 

  • Don’t break employment law.
  • DO implement employment and hiring practices that uphold state and federal laws that define exempt and non-exempt employees, classify part-time and full-time workers, satisfy insurance mandates, obey working hours and overtime rules, and follow minimum wage requirements.

 

  • Don’t secretly record audio or video of interviews.
  • DO ask for permission to use audio or video recording and explain why your company uses the technology during interviews. Make sure you allow ample time to warm-up the candidates so they forget about the recording by the time you get into the meat of the interview.

 

  • Don’t air your dirty laundry regarding your boss, colleagues, or the company during interviews.
  • DO be professionally fair balanced and honest about the job, people, and company with candidates. Always remember though, complaining or gossiping by an interviewer will most likely make any top candidate second guess wanting to work for you, with you, or come to the company.

 
how to conduct an interview, hiring A players, methods of employee engagement, talent management process, and the best talent management software

  • Don’t fall asleep or nod off during an interview.
  • DO remain attentive, alert, and focused on the candidate during the interview.

 

  • Don’t neglect your own hygiene for the interview.
  • DO remember that you are not the only one making an initial impression. Take care of the basics like brushing your teeth, having tidy hair, being well groomed, and wearing appropriate clothing.

 

  • Don’t conduct interviews in noisy or overly crowded places like busy restaurants, coffee shops, public spaces, or lobbies.
  • DO utilize spaces that are conducive to focused conversation. Public spaces, restaurants, and the like are fine if they are not disruptive and distracting for any of the interview participants.

 

  • Don’t talk to candidates about other candidates.
  • DO maintain professionalism at all times and remember that gossiping or talking about any participant in the process will reflect poorly on you and the company.

 

  • Don’t be “touchy” or initiate hugs in an interview.
  • DO keep cultural norms in mind given a particular country or region while remembering a firm hand shake is standard for business in many parts of the world.

 

checking text during interviews.jpg

  • Don’t answer emails, calls, or texts during an interview.
  • DO silence your devices and put them away for every interview so there are no distractions.

 

  • Don’t bring your family members or friends to an interview.
  • DO keep interview participants to the relevant business parties. Unless you work with your wife, brother, sister, son, daughter, dad, mom, any other relative, or best buddies they should not be brought to an interview to give their “perspective”.

 

  • Don’t bring pets or other animals to an interview.
  • DO keep animals out of any interview as a courtesy given people’s comfort levels and allergies unless previously approved by the candidate(s). In the case of dog-friendly-offices which are more and more popular, make sure you communicate in advance with candidates to prevent any issues. Do the same in the case of assistance-animals.

 

  • Don’t swear or use inappropriate language during an interview no matter how much rapport you think you might have with a candidate.
  • DO remember that you and your company are being interviewed too and off-color language or remarks with reflect poorly with top candidates. Your mom’s advice of “don’t say it unless you would want it on the front page of the paper” is sage wisdom.

 

how to conduct an interview, hiring A players, methods of employee engagement, talent management process, and the best talent management software

  • Don’t smoke or chew tobacco during an interview.
  • DO appreciate that many find using tobacco products offensive regardless of wide spread no smoking policies. So, unless you are a retired Big Leaguer hiring for a baseball club or a hiring manager who works for Big Tobacco, leave the chew or cigarettes at the door.

 

  • Don’t indulge in alcohol during an interview.
  • DO enjoy a modest glass of wine or a single beer if you are spending time with top candidates during happy hour or dinner if the candidate feels comfortable and wants to have one with you. Many people do not drink for various reasons. Further, it cannot be stated enough that you are being interviewed too by your top candidates.

 

  • Don’t forget your manners and fart, burp, interrupt, or forget common courtesies like opening the door for others.
  • DO remember etiquette at all times in the interview process.

 

  • Don’t tell inappropriate jokes to candidates at any point during the process.
  • DO remain tactful and professional at all times while being yourself, having fun, and letting your personality come through so your final candidate wants to work for the real (not comedically blue) you.


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