When you’re interviewing, it can feel like a strange moment in time.

For the interviewer, you’ve probably spoken to many candidates already that week. You’ve discovered some great options for your role, and likely some less great ones.

For the interviewee, they’ve been waiting for this moment since they got the interview offer. They’ve prepared (hopefully!), they’ve researched and brought their A-game.

As an interviewer, it’s your job to provide their first glimpse into your business. If you don’t get it right, you’re going to lose out on great candidates that could have been an asset for years to come.

In a world where it’s becoming more difficult to keep staff engaged and stop them from hopping around your industry, you need to be able to convince the best talent to join you when you see it.

Here’s how good communication is going to win you those candidates.

Listen and let them know you’ve heard them

Active listening is the foundation of effective communication - you don't need to be a social scientist to know that. Candidates can feel at ease, supported, and more confident with the help of excellent listeners. If you’re seen to not be listening, it’s likely they’re going to lose respect for your business and be less inclined to consider any future offer you may table.

It may seem tempting to launch a verbal barrage of positives, perks and bonuses at a candidate when you feel they’re a good fit for your business. However, it’s more important that they know you’re appreciating their efforts and conversation.

Bounce off one another and follow up

It’s a misconception amongst many that the best listeners are people who simply ingest what they hear and can repeat it back. We believe that the best listeners are those who provide follow-up questions and actually engage in a conversation.

Follow-up questions can’t be prepped - they’re simply in the moment. They tell your speaker that you’re interested in what they’re saying and want to build upon their points. This is different and more effective than just simply jumping from one pre-determined question to another for an hour. Most importantly, they allow for a greater understanding of your candidate and their skills, helping your decision-making after the interview.

Be personal

This one should really be common sense. Don’t go making inappropriate jokes or being negative about the company you’re working for. But don’t just stick to corporate lingo and boring questions either.

This is your first (and possibly last) opportunity to make an impression on this candidate. Alongside dissecting their CV and cover letter, it’s more important that you show them the people behind your business and the positive environment they may become a part of.

If the candidate feels like you’ve built a rapport, they’re more likely to have a positive review of the interview. And if you liked them too - then you’re on to a winner.

Less cut-and-paste questions

Using questions that are more open-ended and abstract will allow for a greater breadth of understanding of your candidates.

It can be hard to glean information from someone in a forced setting, but by asking questions that allow the conversation to flow and conscious thoughts to stream, you’re going to have a more natural experience.

After all, skills and employer-specific requirements can always be taught. But you’re going to learn a lot more about someone’s suitability if you can understand WHO they are, how they may fit into your culture and how emotionally intelligent they may be.

Looking for a talent partner that only delivers the best?

You’ve found them. We have a proven track record of delivering talent on time and on budget, both internally and externally.

Whether you’re coming up to a new hiring cohort or just want to start working with a more reliable talent provider, we’d love to chat with you. Contact us now and talk to an expert.

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