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It’s not always a candidate’s fault when a job interview goes south. Hiring managers can also be to blame! Some hiring managers see the interview process as a waste of their valuable time, while others treat it as a casual chit-chat or more often than not enter an interview with the view of ‘winging it’.

Having such approaches are not only unsuccessful but also lead to the candidate believing they’ve had a negative experience which in turn could damage your companies brand or reputation and decrease the chance of a successful offer to an individual you thought was the perfect fit.

We’ve seen this many times over the years and it all comes down to some hiring managers believing an interview is a one-sided process – where it’s solely down to the candidate to impress them.


While you're interviewing them, they're interviewing you! Yes, an interview is about you, the hiring manager, finding the best talent for your company but at the end of the day, it's down to the candidate if they wish to join you over another. 

I'll give you a scenario; 

A candidate has received two job offers that are equal in hours, money and position from two similar companies of equal size and reputation. They have to decide which company they would like to join. How do they choose? 

Believe it or not, we've experienced scenarios such as this in our time and the choice is difficult for the candidate. Often when offers are so similar it's the small things that will, in the end, sway their decision. So, you don’t want your interview conduct to be the small negative influence that in turn loses you that perfect candidate.

So, when your next conducting an interview ensure that you take into consideration these few tips:


Often candidates are asked to prep for interviews by getting a list of questions together, researching the company and dressing to impress.  It shouldn’t be any different for hiring managers.

Ensuring that you have a copy of a candidate’s CV and a prepared list of questions that are not only relevant to the job but to the candidate’s work, history/experience will help guide both you and the candidate through an interview smoothly. While showing that you're an organized and professional organisation. 

Being engaged in the conversation

You wouldn’t appreciate a candidate looking at their phone or checking their watch every five minutes while your speaking to them. So, you shouldn't do it to them either. 

You can’t effectively interview someone if you’re not paying attention to what they're saying. Being engaged in a conversation will ensure that you get the very best out of the interview and the candidate themselves, enabling you to make an informed decision in the end. 


Whilst you may want to come across relaxed when interviewing, it is essential that you keep professional. You would expect the candidate you are interviewing to remain polite and careful with their choice of words, and as a hiring manager, the candidate would expect the same from you.

It is not uncommon for clients to say something rude or even swear throughout the interview process, which has resulted in experienced candidates who were keen on the opportunity subsequently losing interest in the position available 

If you want to secure the best available candidates,  it is imperative you impress them as much as they impress you. Be prepared, stay professional and engaging.


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