We have created a ton of content around interviewing tips and tricks for candidates, but what about interviewing tips for new hiring managers? Interviewing doesn’t just require preparation from the candidate, but also from the person conducting the interview.

Interviewing is an art, and it can definitely be a challenge for new hiring managers! Luckily we are here to help. Below are some helpful, and practical, tips for new hiring managers, recruiters, and whoever else is interviewing candidates. Candidate care is important, and we organized the tips into: what to do before, during, and after an interview.

What to do Before

• Have an Interview Plan — Decide who is involved in the interview, who will meet the candidate, and in which order. Finally, determine how many steps there will be in the interview process.

• Print and Read the Resume — Just as the candidate is prepared, so should the interviewer. Take a few minutes before the interview to review the resume so you know who the candidate is, and you can develop interview questions to gain a better understanding of their background, experience, and accomplishments.

• Prepare Interview Questions — This an extremely important step because interviews should be purposeful and insightful. As you read over the candidate’s resume, develop questions to determine their level of work experience. This will allow you to gain a more thorough understanding of the candidate and lead you to make a better hiring decision. We suggest open-ended, behavioral-based interview questions because they give concrete and specific information versus yes-or-no responses.

• Lastly, check your Internet/Wifi and your computer/phone battery, make sure the lighting is just right (If it’s a video interview, Ring lights are a great purchase). Also, ensure you are in a quiet space with no background noise.

What to do During

• Keep to the scheduled time frames. Start on time and allot the time you need to fully screen the candidate, describe the company and job, and ask questions. If you’re going to be late or miss the interview, contact the candidate as soon as possible to explain the issue and to reschedule.

• If you do not get a clear response to a question that you ask a candidate, try asking an open-ended question that follows up on the original question or their response. Probing questions are fantastic!

• Be nice. It’s easier to “sell” the candidate on the job offer at the end of the hiring process if they had an incredible and inviting experience.

• Leave time at the end for questions that the interviewee may have, and make sure to go over the next steps so that the candidate is fully aware of the process and what’s to come.

What to do After

• Complete your interview notes quickly after the interview and share them with your team and/or upload them into your applicant tracking system.

• Debrief with your team — we suggest daily to go over candidates and discuss the remaining process.

• Time is everything, and often time kills deals. Therefore it is key to be quick with your process, and if you like a candidate and they are right for the job, then extend them an offer. You can assume that candidates are also talking to other companies. Don’t miss out on great talent because of a slow process. Be deliberative with candidates yet purposeful and quick with your hiring decisions.

We hope these interview tips help you out during your next interview and lead you to add great new talent to your team. From before, to during, to after the interview, there are important steps along the way to ensure a successful method for interviewing and hiring. As always, feel free to reach out if you need any interview training. Our talent leaders are always here to set you up for success and offer personalized training sessions.

Interested in having our team lead an ‘Interviewing With a Purpose’ training session for your team or company? Email us at info@emergingblue.com for more information on our virtual training seminars.