Do’s & Don'ts of Interviewing New Employees
Interviewing new employees can be both exciting and nerve-wracking. As an employer, you hold the responsibility of not just finding the right fit for your team but also ensuring a fair and engaging process for candidates. To navigate this maze successfully, here are some dos and don'ts to keep in mind:
The Do’s:
Prepare Thoroughly: Take the time to review the candidate's resume and familiarise yourself with their background. Prepare a list of questions tailored to their experience and the role they're applying for.
Create a Welcoming Environment: Put yourself in the candidate's shoes and make them feel comfortable. Offer a friendly greeting, provide water or coffee, and start with some small talk to break the ice.
Ask Open-ended Questions: Instead of sticking to yes or no questions, ask open-ended ones that encourage candidates to elaborate on their experiences and skills. This gives you deeper insights into their abilities and personality.
Listen Actively: Practice active listening during the interview. Pay attention to what the candidate is saying, ask follow-up questions, and show genuine interest in their responses.
Keep an Open Mind: Be open to candidates who may not fit the traditional mould but demonstrate potential and a willingness to learn and grow.
Sell Your Company: Remember, it's not just the candidate who needs to impress you; you need to impress them too. Highlight your company culture, growth opportunities, and any unique perks to attract top talent.
Provide Feedback: After the interview, give constructive feedback to the candidate, regardless of whether they're successful or not. This shows professionalism and helps candidates improve for future interviews.
The Don'ts:
Don't Wing It: While spontaneity can be great, don't rely solely on it for interviews. A well-planned structure ensures fairness and consistency in your hiring process.
Don’t Have Too Many Interviewers: Getting a second opinion on a candidate is great, but having more than two people conducting the first interview can become overwhelming for a candidate. If after the first interview you still want the other partners to meet with them, get them in for a second interview to meet the rest of the team.
Don't Make Assumptions: Avoid making assumptions based on a candidate's background, appearance, or other superficial factors. Focus on evaluating their qualifications and fit for the role.
Don't Rush Through Questions: Take your time to ask thoughtful questions and give candidates the opportunity to provide comprehensive responses. Rushing through interviews can lead to overlooking qualified candidates or making hasty judgments.
Don't Interrupt or Dominate the Conversation: Allow candidates to speak without interruption and avoid dominating the conversation. Remember that the interview is about evaluating the candidate, not showcasing your own expertise.
Don't Oversell: While it's important to highlight the positives of your company, avoid overselling or making promises you can't keep. Be transparent about both the perks and challenges of the role. And never promise progression that isn’t on the table.
Don't Base Decisions Solely on First Impressions: First impressions can be influential, but they may not always accurately reflect a candidate's qualifications or fit for the role. They may be nervous, which often leads to great candidates being overlooked. Remember, a seasoned interviewee is often one that has jumped around a lot, gone to hundreds of interviews and knows what you want to hear. Take the time to thoroughly evaluate each candidate based on their skills, experience, and cultural fit and if they seem nervous, opt for a second interview.
By following these dos and don'ts, you can conduct interviews that are not only effective in identifying top talent but also respectful and fair to all candidates involved. Remember, hiring is a two-way street, and creating a positive experience for candidates reflects well on your company's reputation in the long run.