How to Improve Interviews: Creating a Better Experience for Both Candidates and Employers

Interviews are a critical part of the hiring process, but they can often feel stressful and unproductive for both candidates and employers. A well-conducted interview can make all the difference in hiring the right talent and creating a positive experience for everyone involved. Here are some ways to improve interviews, ensuring they are engaging, insightful, and effective.

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1. Prepare Thoughtful Questions

Preparation is key to a successful interview. Rather than relying on generic questions, take the time to craft specific, thoughtful ones that relate to the role and the candidate’s experience. Instead of just asking, “What are your strengths and weaknesses?” consider more targeted questions like, “Can you share a time when you overcame a challenge in a project similar to the ones you’ll face here?”

In industries like construction, for example, ask about specific technical skills, safety standards, or project management experience. This not only helps you gauge the candidate’s abilities but also demonstrates that you understand the demands of the job.

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2. Focus on the Candidate’s Experience

The candidate experience is crucial to making a good impression, even if they don’t ultimately get the job. Create a welcoming environment from the start—whether the interview is in-person or virtual. Be clear about the interview format, timeline, and who the candidate will be speaking with.

Start the interview with some friendly conversation to break the ice and make the candidate feel at ease. A relaxed candidate is more likely to give thoughtful responses and show their true potential. Avoid rapid-fire questioning or overly formal interactions, as these can make candidates feel on edge.

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3. Create a Structured Interview Process

A structured interview process ensures fairness and consistency across all candidates. Develop a standardized set of questions and evaluation criteria that align with the job description and key skills needed for the role. This helps eliminate bias and allows you to compare candidates more objectively.

Incorporating a mix of behavioral, technical, and situational questions is a great way to assess how a candidate will perform on the job. For example, “Tell me about a time you handled a project delay” gives you insight into how they manage real-world challenges.

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4. Incorporate Practical Assessments

For certain roles, particularly in technical fields like construction, engineering, or IT, it’s helpful to incorporate a practical component into the interview process. This could be a technical skills test, a project simulation, or a problem-solving exercise relevant to the job.

Practical assessments give candidates the chance to showcase their abilities in a more hands-on way, while also providing you with a clear picture of how they approach tasks they’ll encounter on the job. Just make sure to communicate expectations clearly and provide adequate time to complete these tasks.

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5. Provide Clear and Timely Feedback

One of the most common frustrations candidates have is a lack of feedback after an interview. To improve the interview experience, ensure that you provide clear, timely feedback to all candidates, regardless of whether they move forward. A few points about what stood out or areas for improvement can leave a positive lasting impression.

Providing feedback also reflects well on your company’s brand and can encourage candidates to apply again in the future or recommend your company to others.

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6. Make It a Conversation, Not an Interrogation

An interview should be a two-way conversation, not an interrogation. Allow candidates the opportunity to ask questions and clarify details about the role, the company, and the team they’ll be working with. This helps them evaluate whether the position is a good fit for them, while also giving you a sense of what’s important to them.

Encouraging open dialogue fosters a more engaging, dynamic interview and shows candidates that you value their input. It also offers valuable insight into what motivates them and how they align with your company culture.

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7. Be Mindful of Bias

Unconscious bias can creep into the interview process without us realizing it. To mitigate this, consider using a diverse interview panel, structured questions, and standardized evaluation criteria. This helps ensure that all candidates are evaluated based on their skills and experience rather than personal preferences.

Training interviewers to recognize and counteract bias can also improve the fairness of your hiring process, leading to more diverse and inclusive teams.

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8. Follow Up and Maintain Communication

After the interview, it’s important to keep the lines of communication open. Whether a decision has been made or not, maintaining regular contact with candidates shows respect for their time and effort. Let them know where they stand in the process and when they can expect to hear from you.

By doing so, you keep candidates engaged and ensure that they leave the process with a positive impression of your company, even if they aren’t offered the role.

Improving the interview process takes effort, but the payoff is substantial. By being prepared, focusing on the candidate’s experience, and making the interview process structured and fair, you’ll create a more effective and engaging experience for both candidates and hiring managers. Ultimately, this will help you attract and retain top talent while building a stronger company culture.

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