Investing time and effort in thorough interview planning lays the foundation for a strategic and effective hiring process. A well-executed interview process not only aids in selecting the right candidate for the role but plays a pivotal part in strengthening an employer brand and reducing hiring biases. Additionally, interviews provide a lens for candidates to assess the company’s culture, values and leadership, which means putting your best foot forward with appropriate preparation is critical to attracting and securing top talent.
Here are four steps every hiring manager or interviewer should take to prepare for an upcoming interview:
Step 1: Identify the need for the position.
Clearly establish and communicate the reason for the opening, whether it’s due to turnover, promotions, organizational growth or job redesign. Conveying the driving force behind the role with those involved in the interview process will set the stage for more effective candidate evaluations.
Step 2: Define the role, responsibilities and requirements.
This step requires a well-thought-out job description to match the right knowledge, skills and ability to fill the gaps within the organization. Remember to keep in mind the ever-changing landscape of business operations and technologies, as it is crucial to periodically revisit and update job descriptions through comprehensive job analysis.
Step 3: Select your interview team.
When selecting the interview team, diversity in your interview panel is not just a good practice, it’s a crucial aspect of the evaluation process. A group of interviewers with varying backgrounds and perspectives brings forth distinct opinions, enriching the assessment of candidates and providing valuable insight on the candidate’s potential fit within multiple areas of the organization. Ensure that everyone involved in the interview process is armed with the right information, from the candidate’s resume to notes from any previous conversations with the candidate HR recruiters. Familiarizing interviewers with both the candidate’s details and specifics of the role not only enhances their ability to determine suitability, but also contributes to a professional and well-organized interview process.
Step 4: Create a positive candidate atmosphere.
Creating a positive atmosphere for the candidate is equally essential. As much as you are evaluating them, they are also evaluating your organization. Provide a comprehensive overview of the organization, its teams and the positive aspects that make it an attractive workplace. Remember that candidates may be interviewing for other job opportunities, have connections within your organization, or could potentially become a client or customer in the future. Throughout the interview process, it’s crucial to prioritize creating the best possible candidate experience, regardless of the final hiring decision.
When assembling your dream team, don’t skip out on the preparation. Thoughtful interview preparation not only showcases your professionalism and commitment but also aids in identifying candidates who bring the necessary skillset and align with your organization’s culture and goals.
As you embark on the journey of building your dream team, consider reaching out to our Sikich HR experts to help your organization build an effective hiring strategy for continued success. Whether it’s fine-tuning your interview techniques, refining your candidate selection process or ensuring compliance, partnering with Sikich can give you the tools needed to build a winning team.
About our authors
Laura Fischer, PHR, leads the talent acquisition consulting team within Sikich’s Human Capital Management & Payroll practice. With over a decade of experience in Human Capital, Laura has worked with hundreds of organizations, spanning across several industries and varying in size, to meet short-term objectives, while driving long-term organizational growth.
With over 20 years of experience in recruiting and talent acquisition, Lisa Trujillo, STA, has supported multiple industries, from luxurious casino hotel resorts and national security and defense leaders to global geothermal renewable energy and SaaS-based start-up companies.
