The internet is crawling with tips designed to help hopeful candidates nail their job interviews. But there is limited assistance for the people sat on the other side of the table and we know that conducting an interview isn’t easy. You have just a short period of meaningful interaction to gather vital information on your candidates and make a judgement on their suitability for your vacancy and business.

Here are some tips that will help you get the most from your interviews and ensure your candidates walk away with a tip-top impression of your business.

Take the time to prepare properly

Good interviews begin with good preparation. There are three things that require a little thought.

Firstly, you need a room for conducting your interviews. Make sure it’s somewhere quiet. Somewhere you can talk comfortably without losing focus. Somewhere private. You don’t want your interviewees feeling additional nerves because half of your workforce is within earshot.

Secondly, make sure interview slots are blocked out in your diary. The same applies for anyone joining you on the interview panel. Factor in time for debrief meetings to discuss candidate performance with your colleagues.

Finally, remember that your candidates are visiting your office for the first time. Ensure you email any instructions for parking and if possible allocate parking spaces ahead of the day!  Make sure someone is available to greet candidates on arrival, offering a friendly face as first impressions count.

Research your candidates

You expect your candidates to research your business. The least you can do is research them. Make sure you are familiar with CVs and cover letters and connect with them on LinkedIn. It shows respect, reduces tension and encourages productive conversations that enable your candidates to elaborate on their skills. Added bonus: it makes it easier to verify that your interviewees are everything they claim to be on paper.

Don’t be too blinkered

Yes, it’s good to have a rough idea of the type of candidate you’re looking for before you begin the interview process. But don’t be too dogmatic. Stay flexible and look for skills that can benefit your business as a whole, rather than just the specific position you are hiring for particularly in a talent short market. Allow yourself to be impressed by the leftfield applicant with that je ne sais quoi.

Be enthusiastic about the vacancy and your business

It’s not just prospective employees who need to give the best account of themselves at interview. Your candidate is searching for the right fit too. Be ready to make a glowing impression. Explain why working for your company is such a buzz. Get your candidate excited about the opportunity. For all you know (and probably very likely!), a string of local businesses could be eager to snap up the potential prodigy sat in front of you.

Offer drinks to your interviewees

Tea, coffee or just plain old H2O. Some candidates like to sip on a beverage to ease those pregnant pauses between conversations and bag themselves a few seconds of precious thinking time.

Explain how the interview will flow

A major contributor to pre-interview jitters is fear of the unknown. You can make your applicants feel more at ease by briefly explaining how the interview will be structured before you begin. Remember to leave time at the end for questions from the candidate. Every interview should follow the same basic format so you can easily compare candidates based on the same criteria.

Grilling is for the kitchen, not the interview room

Yes, it’s good to see how any potential employee can handle themselves in a high-pressure situation. But you’re not going to see a true reflection of your candidate’s abilities unless they’re able to relax - at least a little. The more your interviewees feel they can be themselves, the more you are likely to learn about them.

Ask the right questions

Avoid  “Old School” type questions like: if you were a pizza driver, how would you benefit from scissors? You may only have a short time to gather crucial information so think about skills that relate to the job role and ask open-ended, sensible questions that encourage your candidates to push past pre-prepared answers. Look for genuine enthusiasm, clarity of communication and the ability to quantify achievements. Finally, double check that your questions are actually legal. There are some no-go zones.

Don’t forget to listen

Listening - really listening - isn’t easy. Especially when you are meeting someone for the first time.  Unless someone is waffling relentlessly, let them finish what they are saying rather than jumping in with another question.

Get your body language in check

This is about more than getting your handshake right – it doesn’t sound important but seriously there are few things worse than a floppy handshake. Your body language helps to reinforce your words. Whether sitting or standing, keep your back straight with your shoulders relaxed and your chest out. Eye contact is important too. But don’t take it to the extreme. Hold eye contact for a few seconds at a time and vary your gaze around the applicant’s eyes, nose, mouth and so on.

(Get someone else to) take notes

It’s hard to concentrate on a productive two-way conversation when you are frantically scribbling notes about your applicants on a piece of paper. That said, a few notes on each candidate can be invaluable when it comes to choosing between the various interviewees. If possible, invite a colleague to join you in the interview to take notes. Their presence should be as non-invasive as possible.

Be prepared to answer questions

You’re unlikely to be the only one with questions to ask. Keep some time at the end of the interview for questions and expect to be asked about the business, the vacancy, the remaining recruitment process and opportunities for progression. Plan your answers beforehand if you are worried about getting caught unawares.

Respect your interviewees’ time

These days everyone is busy. Showing a little respect for your interviewees’ time can go a long way. Thank your candidates for their time and explain what the next steps are. Let them know when you will be informing them of the outcome of your interviews.

Remember the power of goodbye

Goodbyes are as important as hellos, so don’t switch off the moment the interview is over. Pay attention to the way your applicants exit the room. Do they seem satisfied with their interview performance or are they bolting for the door? Watch and learn.

Follow up as promptly as you can

One of the most infuriating things for jobseekers is employers that don’t follow up on interviews. Instead of leaving your candidates waiting anxiously - faith in humanity slipping a little more with each passing hour - do the decent thing and follow up as promptly as you can, even if they were unsuccessful. You may not be delivering the news they had been hoping to hear, but it shows business integrity and allows your candidates to move forward in their job searches.  You want them to have a lasting good impression of your business even if they weren’t successful.

Over to you...

The interview process is a showcase for employer as well as applicant. Your aim should be not only to garner the information you need to make a confident decision on your candidates, but for them to leave your interviews feeling respected, valued and keen to join your business. Best of luck!