Improve your hiring with top interviewer tips

Let's talk hiring: Crafting the perfect job interview

A great interview process is key to finding the right people for your team – it's your chance to not only assess a candidate's skills but also to show them what makes your company special. A well-run interview can really make a difference in attracting top talent and building a successful team.  

Psst! Michael Page is here to help you every step of the way – get in touch with us today for help hiring!

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Remember, interviewing is a two-way conversation. Candidates are evaluating you and your company just as much as you're evaluating them. The best candidates may have a few options, so creating a positive and engaging experience is essential.

Michael Page research revealed the top factors professionals feel are most important to making a good first impression during the interview process:

• The interviewer is welcoming: 56%
• Transparency on salary: 51% (and benefits: 36%)
• A comfortable interview environment is created: 47%
• The interviewer(s) show interest in you as a person: 47%
• There’s enough time provided to ask questions: 43%

To help you make a good impression where it matters most to candidates, we’ve brought together expert advice and practical tips below, so you can conduct interviews that are both effective and enjoyable.  

Before the interview

Just like candidates prepare for interviews, so should you! Being well-prepared shows you're professional and ensures you gather the information you need to make smart hiring decisions.  

Dive into the job description:  

Really get to know the job description inside and out, including all the roles and responsibilities. This will help you ask the right questions and understand exactly what you're looking for in a new team member.  

Imagine your ideal candidate:  

Go a step beyond the job description. Think about the kind of person who would really thrive in this role and how they would contribute to your team. Having a clear picture of how your ideal teammate lives the values and culture of your company will help you assess candidates more effectively.

Craft thoughtful questions:  

Prepare a mix of questions that explore a candidate's skills, personality, and career goals. Open-ended questions are great for getting candidates to share their stories and insights.  

Need some inspiration? Read more: Top interview questions to ask candidates.

Take care of the details:  

Make sure the interview space is comfortable and private. If you're interviewing virtually, test your tech beforehand.  

Read more: How to help candidates relax during an interview

Practice makes perfect:  

Whether it’s your first interview or the fiftieth that you’ve run, you can never be too prepared. It’s worth going over your questions with a colleague who can offer a fresh perspective and help you refine. .  

Share your company story:  

Remember, you're also an ambassador for your company! Think about how you can best share your company's story, culture, values, and what makes it a great place to work. Tailor your "pitch" to each candidate's interests.

Related: Download a Free eBook on how to build a strong EVP  

During the interview

Start with a warm welcome:  

A friendly chat at the beginning can help put candidates at ease. Maintain eye contact and really listen to what they have to say.

Ask for real-life examples:  

Instead of just accepting general statements, always ask candidates to share specific examples from their past experiences. Dig deeper with follow-up questions to understand their thought process and how they approach challenges.

Be genuine and upfront:  

Give candidates a realistic picture of the role, the team, and the company. Honesty and transparency build trust and set the stage for a successful working relationship.

Listen more than you talk:  

Remember the 80/20 rule – aim to listen 80% of the time. Give candidates the space to share their thoughts and ideas.

Encourage questions:  

A candidate's questions can tell you a lot about their interests and priorities. Make sure they have plenty of opportunities to ask you anything that's on their mind.

Check your biases at the door:  

We all have unconscious biases. Be mindful of this and try your best to evaluate candidates fairly and objectively. Using a structured interview format can help.

Keep your promises:  

Be realistic about what the role and company offer. Over-promising can lead to disappointment and turnover down the road. And when it comes to salary, use resources like Michael Page salary guides to help you benchmark what you’re paying for roles in your industry and make sure you can offer a competitive salary, realistically aligned with your budget.

Following up after the interview

Evaluate thoughtfully:  

After the interview, take some time to review your notes and assess each candidate's qualifications based on your pre-defined criteria.  

Give timely feedback:  

Reach out to candidates promptly, even if they weren't selected. It's a professional courtesy that candidates really appreciate. And while you may not be able to provide personalised feedback to everyone, if a candidate asks for feedback, be prepared to share some constructive insights, especially if you’re turning them down after investing substantial time in the process.

Let's work together

A well-executed interview process is essential for finding and hiring the best people. By following these tips, you can become a more effective interviewer, create a positive experience for candidates, and build a thriving team.  

Download Michael Page's Ultimate Guide to Hiring for more valuable tips and resources. And remember, we're here to support you – contact Michael Page today to discuss your hiring needs:

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