It would be best if you remembered that candidates themselves decide whether they want to work for you or not during the interview process. Just as you are trying to decide whether or not to hire them. You have little time to make a good impression on the candidate and get vital information about their skills, experience, and personality.

As an interviewer, you have to interview candidates for critical positions. If you need more resources for guidance, you can take the help of job agencies. With that in mind, here are 10 must-dos during a job interview.

Since COVID, our greetings have changed a bit. Whether you have scheduled a virtual, over-the-phone or face-to-face interview, always greet your candidate with a smile. Please introduce yourself and the company you represent, so they feel comfortable and eager to share. Giving a little background on who you are, your experiences and your career path within the company will show them that they are in the right place. 

Clearly define and map out the stages and steps from the beginning; create an infographic and share it with your candidate. Candidates should know and understand where they are regarding the following stakeholders, assessments, paperwork, positions, and the requirements and timelines for each. If needed, have the candidate recap the next stage to ensure they are clear and answer any questions they may have.

Please pay close attention to candidates’ answers to avoid making them repeat information, thus allowing them to feel comfortable during the interview. Follow up with comments and highlights from their experiences, interests, career goals, education or travelling. Candidates want to feel that you are just as invested in them as they are in you.

Review job descriptions, employer and candidate objectives, goals and expectations before diving deep into the interview. This will allow the interviewer to identify any missing essential information or if further information may be required from the applicant.

Silence can be a simple tool to gain a valuable overview of the candidate’s personality as you ask for important information during the interview. The rule of thumb is to be someone other than the next person to speak after you ask your question. While silence can be deaf, you give the interviewer a real chance to answer it without robbing the question of its power.

The candidate can use this tool next time after answering the question. Once the candidates have finished answering, pause for 2 or 3 seconds. They may then decide to share some other information again to deal with the awkwardness of the silence. Thus, it is a harmless and risk-free technique that gives an extra edge to your interview style.

It is easy to gloss over asking the right open-ended questions. Have a handful of your go-to questions and possible follow-up questions regarding how the candidate got started, their duration in the industry, the various roles they have held, their ultimate goals, where they gained their experience, any relevant metrics or deliverables, key industry personal achievements, what they valued about their previous employer, their reasons for choosing you and why they are looking for a change of scenery.

While you’re getting into the interview, it is necessary to compare, contrast and analyze their profiles to determine what is needed for the position to get an effective and time-bound outcome. They may not have each specific skill; however, do they show promise in the field, ask questions that highlight what you are looking for, and are they willing to learn? Sometimes being a bit “green” in a few areas can be advantageous for your company.

Body language is crucial, and it can be a lot more telling than your verbal communication, especially from how you move to how you can make a candidate feel at ease and open to sharing. Whether online, over the phone or in person, an applicant can sense your willingness to assist, professionalism, experience and enthusiasm. It is important to note that posture, dress code, tone of voice and punctuality are balanced.

You’re almost towards the end of the interview; ensure to note any possible “What Went Wells” or “Even Betters”. If the candidate is what you are looking for, let them know the next steps and why they are a fit for your company; letting them know what you saw in them will engage and truly make them see the value in your brand and company culture. If the applicant does not meet the requirements, it is also essential to give them constructive feedback and invite them to revisit you once they have gained the experience or have the required items; you never know who you are letting go or what they will be able to accomplish in the future. If your company has tips for polishing their skills with tutorials or references, be sure to share them, as it shows you are interested in finding the solution

Candidates usually expect to be guided by their interviewer and have a personalized experience. As time passes, we get used to our tasks, making some interviews transactional. However, this may be the first time an applicant is applying for a job. Be kind and patient, and give each individual an opportunity to complete as much as possible without dismissing them too soon, especially if a candidate has traveled, waited and studied/trained for months to see you.

If you are an experienced recruiter or are just starting your job, these interview tips can make you successful in improving yourself. So you can always go right if you are open and spontaneous and give your candidate a platform to talk about themselves.

This may be the right time to assess your interview process and see how you can use these tips to improve.