Unprepared interviewers risk appearing indifferent and they may not be able to evaluate a candidate correctly or even hire incorrectly. The time and effort taking into the process of recruitment can be lengthy so to mess it up at the interview stage by not preparing appropriately will only ultimately end up affecting your business. Here are a few simple tips to think about and help you prepare:

• Review the candidate’s resume and cover letter prior to the interview. Learn something about them by checking social media accounts and professional sites such as LinkedIn.
• Prepare a list of questions to ask and structure your interviews completely,
• Choose your questions carefully and do not overwhelm the candidate with a constant barrage of questions like an exam.
• Be sure to focus on candidates’ answers, instead of your judgements.
• Consider rating your candidates’ answers with a consistent scale if you feel you have several top candidates. A ‘poor’ to ‘excellent’ or ‘low’ to ‘high’ scale can work well.
• Caring about candidates makes for good candidate experience and boosts your employer brand. Even if a candidate doesn’t get a job offer, they may still feel good about a company that treated them well.
• When interviewing candidates make the candidate more comfortable by introducing them to the company staff or offering a glass of water or cup of coffee. These actions will help the candidate relax and provide a more accurate demonstration of their qualifications. If they seem shy, try to put them at ease and encourage conversation.
• Ease them into the process. Introduce yourself and your fellow interviewers, briefly describe your role and why you’re hiring. This helps humanize your hiring process for candidates. Then, ask candidates to introduce themselves or walk you through their portfolio or work samples, if applicable.
• Focus on the conversation. Being distracted by calls or thoughts about future meetings can damage your rapport with interviewees. Instead, focus on what the candidates says.
• Answer their questions. Candidates want to learn about your company and open role. Give them the chance to ask questions and give them honest and direct answers. Answering questions will also give you the chance to pitch your company to candidates.
• Take your time. If possible, don’t schedule anything directly after an interview. Some candidates may have more questions than others and will appreciate more time with you. Rushing candidates out isn’t a pleasant way to close an interview.
• Ask each candidate the same questions. This will allow for consistency in the interview process and a provide a basis to compare candidates. Ask one question at a time and use open-ended questions to encourage more input from the candidate
• Do not feel pressured to fill the interview with constant chatter. Enjoy the moments of silence and use them to consider the candidates replies to previous questions. These breaks in the conversation can also give the candidate time to think of a question they may have for you.

And remember above all, the interview is about the person you are talking to, not about you. It’s your job to reveal them and work out whether they are the right candidate for the role and company.