Setting a good interview experience

Too many people think that having a good interview is merely about asking the questions. What is often forgotten is the atmosphere of the interview. Data currently suggests that any negative interview experience will result in 1 in 3 candidates rejecting the offer. With 78% viewing the way people are treated during the interviews as how companies treat employees.

The overall experience the candidate has a large impact on whether a candidate will accept an offer. So the importance of setting up a good interview is vital to a successful hire.

What exactly does a good interview atmosphere look like?

The making of a good interview experience

A lot of this starts before the interview actually takes place. If candidates are uninformed on what is going to be expected of them in the interview, then there is a high chance that they will not perform as well as they could. There is certainly a debate on whether interview questions should be shared and the level of detail you tell candidates. I can’t go into large details for this article. The only thing I would say is that this depends on the company culture and type of company that you are. Spend time thinking through the amount of preparation or guidance you wish to share with candidates, taking into account the company culture.

Here is a list of some of the core items that candidates should be made aware of ahead of the interview:

1. Who is interviewing them

2. Set-up or location: online or in-person

3. What will be expected or covered: if this is a technical interview let them know. If they need to prepare anything in advance or bring anything again worth informing them.

4. Length of the interview

Here are some details for companies that are really strong at running interviews and what they will also include:

• Overview of the company; likely through a PDF or Notion page

• Links to additional spaces on website for research

• Information on company culture

• Information on ways of working

These are good things to share with the candidate as these will typically allow the candidate to not only prepare but get as much information on the company. Remember interviews are a two way street.

This is important to remember. As the more information that is shared with the candidates will help them to form their views on whether the company is the right place for them. (More on this in a later article)

Before the interview

Before the interview, you the interviewer can play a really important part in creating a great experience. Before you interview the candidate you should be doing the following:

• Reviewing the CV

• Reviewing the role requirements and JD etc

• Ensure you understand what you are assessing

• Understand and review the interview scorecard

• Dial in 5 minutes before the interview is due to start; if virtual

• Test your own tech set up; if virtual

This should be the basic elements that as an interviewer you are covering before you interview the candidate.

During the interview

During the interview you should be welcoming and creating a space for the candidate to go into detail on their skills and background, highlighting the relevance for the role.

There will be different things to consider in whether the interview is being conducted in-person or virtually. But there will be certain parts of the interview structure that will be consistent throughout. Here are some tips for having a good experience for the candidate during the interview:

• Strong welcome: ensure that you welcome the candidate and cover off the agenda of the interview

• Settle the candidates nerves: interviews can be daunting for a lot of people and with this may not be themselves. Start with some simple get to know or general overview questions to help ease the candidate into the interview

• Engage with the candidate: body language plays a key part in interviews, ensure you are using yours at the right times as well. Smile and be engaging throughout. You are not there to be interrogating or cross examining them but to understand whether they can work in the company.

• Ask relevant follow up questions: there is nothing worse than being asked a random question that had nothing to do with what you answered. This will require you to actively listen.

• Be open to share your experiences: making things more human and relevant will be really effective to the candidate.

  • Ensure there is time for them to ask their questions

After the interview

Creating a good experience doesn’t end the moment the interview has ended. You still have a role to play once they have left. At the end of the questions provide them with a clear outline of next steps and timing. This will be important as there is nothing worse than not knowing when you will find out more information.

Make sure that you complete your feedback and the relevant person follows up with the candidate in the agreed amount of time. Connect with the hiring manager or complete the interview scorecard providing your detailed feedback.

Ensure that the candidate has relevant contact information for them to follow up or a key point of contact.

To conclude the overall experience that the candidate has determines whether candidates accept or reject offers. As the interviewer you play a vital role in the candidates view of the company. It is important that you are fully prepared and know the role that you play in the interview journey.

You never know, the candidate may accept the role purely due to your interaction with them.

Want to read a case study for the importance on interviewing well? Check out the Virgin Media case study and overall impact this has with candidates.

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