Insights

Interviews are your golden opportunity to assess whether a candidate is the right fit for your organisation. It’s the critical moment to evaluate not just their skills, but their potential to thrive within your team and culture. This is often where you make the big decision on whether they’ll join your company, so it’s essential to make the most of every interview—ensuring it’s thorough, effective, and allows the candidate to truly showcase their best self.

Hiring the right person isn’t just about ticking off boxes—it’s about understanding how they’ll perform on the job, how they fit with your team, and how they align with the role’s true demands. 

An effective interview is a balance between structure and flexibility. Yes, you want to address the key performance indicators (KPIs) of the role, but you also want to allow the conversation to flow naturally. This gives you a much deeper look into who the candidate really is.

• Create a Relaxed Environment:


  Remember, interviews are stressful, and that pressure can skew how a candidate presents themselves. Start the interview with some light conversation and show empathy. Make them feel comfortable—this way, they’ll be able to communicate more clearly and show their true strengths. 

• Know Your Target Points, But Be Fluid:


  Yes, you have KPIs and key requirements to assess, but don’t get too stuck on a script. Be prepared with a bank of questions to draw on, but let the conversation flow naturally. Listen carefully to their responses and adjust your questions to explore their experience and thoughts further. 

• Dig Deeper When Necessary:


  Sometimes, a candidate’s first response won’t give you enough to work with. Don’t be afraid to press for more detail or clarification. If you sense there’s more to the story, dig in—this is where you uncover the real potential (or issues). 

• Address Key Concerns Subtly:


  If a concern arises from their application or during the interview, approach it tactfully. Use your questions to explore the issue in a way that feels natural and not overly direct. This allows you to assess the concern without putting the candidate on the defensive, helping both sides determine if they’re truly the right fit.  

• Ask for Tangible Examples:


  You don’t just want theoretical answers. Ask candidates for real-life examples of how they’ve handled challenges or situations that are relevant to the role. Push them to think outside the box if necessary, and challenge them to come up with transferable experiences, when they may not have a direct match. 

• Present Real Challenges and Scenarios:


  It’s crucial to explicitly explore how candidates would respond to real-life challenges and scenarios they’ll face in the role. Incorporating this into your interview will explore how they handle pressure, make decisions, and adapt to the demands of the job, giving you a better idea of their potential performance. 

• Balance Culture and Technical Questions:


  It’s easy to focus only on technical skills, but cultural fit is just as important. You want someone who can excel in the role and be a positive addition to your team. Ensure you always ask a mix of behavioural and technical questions to evaluate both areas thoroughly.

How do you run interviews in your company? Share your best interviewing tips or any challenges you've faced while hiring. Let’s chat about how we can level up your hiring process and find the best talent!