Hiring the right person is one of the most important decisions a manager will make. The right hire can elevate team performance, strengthen company culture, and drive long-term business success. The wrong hire can be costly in both time and resources.
An interview is more than an evaluation of a candidate—it’s also an opportunity for your organization to make a great first impression. Every candidate you interview will leave with an opinion of your company, whether or not they receive an offer. They are also likely to share their experience with colleagues, friends, and their professional network. A positive interview experience strengthens your employer brand, while a negative one can quickly spread and discourage future candidates.
Remember, interviews can be stressful for candidates. A warm welcome, genuine conversation, and professional interview process can help candidates feel comfortable enough to show you who they really are.
Prepare Before the Interview
Preparation is one of the biggest differentiators between an average interview and a great one. Never walk into an interview without reviewing the candidate’s background and understanding the role you’re hiring for.
Spend at least 30 minutes preparing by:
- Speaking with your recruiter to gain insight into the candidate’s strengths, motivations, and career goals.
- Reviewing the key responsibilities of the position.
- Identifying the biggest challenges this role is expected to solve.
- Understanding how the position fits within your team’s structure.
- Considering how this person will complement your team’s personalities, communication styles, and long-term growth plans.
A well-prepared interviewer asks purposeful questions rather than trying to determine during the interview what they’re actually looking for.
Review the Resume Carefully
A resume tells a story—but it’s your job to fill in the missing chapters.
As you review the candidate’s resume, consider:
- Does their career summary demonstrate relevant experience?
- Do they possess the technical and soft skills required for the position?
- Is there logical career progression?
- Are there employment gaps that deserve clarification?
- Have they demonstrated measurable accomplishments rather than simply listing responsibilities?
- What experiences would you like them to expand upon during the interview?
Your recruiter may already have valuable context regarding career transitions, employment gaps, or other questions that arise during your review.
Ask Behavioral Questions
Past behavior is often one of the strongest indicators of future performance.
Instead of asking questions that lead to simple “yes” or “no” answers, encourage candidates to share specific examples.
Examples include:
- Tell me about a challenging project you led.
- Describe a time you had to resolve conflict within a team.
- What’s an accomplishment you’re most proud of?
- Tell me about a mistake you made and what you learned from it.
- Describe a situation where you had to adapt quickly to change.
These types of questions provide deeper insight into communication skills, problem-solving ability, leadership style, and emotional intelligence.
Sell the Opportunity
Remember—the interview isn’t one-sided.
Top candidates are interviewing your company just as much as you’re interviewing them.
Share what makes your organization unique:
- Company culture
- Leadership philosophy
- Career growth opportunities
- Professional development programs
- Benefits and flexibility
- Team dynamics
- Exciting projects and future initiatives
Candidates want to understand not only what they’ll be doing, but why they’ll enjoy working with your organization.
Know What You Can—and Cannot—Ask
Interview questions should always focus on a candidate’s ability to perform the essential functions of the job.
Avoid questions related to:
- Age
- Marital status
- Religious beliefs
- National origin
- Family or children
- Pregnancy or family planning
- Health or medical conditions
- Gender preferences
- Any other protected characteristic
Employment laws vary by state, so always consult your Human Resources team or recruiting partner to ensure your interview process remains compliant.
Discuss Compensation the Right Way
Compensation conversations should be open, respectful, and forward-looking.
Rather than asking what a candidate currently earns, ask about their salary expectations.
For example:
“Based on what you’ve learned about the position and our company, what salary range would you be looking for?”
There are several reasons this approach works better:
- Many states prohibit employers from asking about salary history.
- It helps promote equitable pay practices.
- It creates a more transparent and collaborative conversation.
- It sets the foundation for trust during the hiring process.
If the candidate’s expectations align with your budget, be honest about the compensation range whenever possible. Transparency often leads to smoother negotiations and stronger long-term employee relationships.
Create a Positive Candidate Experience
Every interaction matters.
Simple actions can significantly improve the candidate’s experience:
- Start interviews on time.
- Introduce everyone participating.
- Explain the interview process upfront.
- Allow time for candidate questions.
- Communicate next steps clearly.
- Follow up promptly, even if the decision is not to move forward.
Candidates appreciate professionalism, communication, and respect—regardless of the outcome.
Final Thoughts
Successful interviewing is about much more than identifying qualifications. It’s about building relationships, evaluating long-term fit, and creating an experience that reflects your organization’s values.
When hiring managers prepare thoughtfully, ask meaningful questions, communicate transparently, and treat every candidate with respect, they not only improve hiring decisions—they strengthen their company’s reputation in the marketplace.
At McManus Recruiting, we partner with hiring managers throughout the hiring process to ensure both clients and candidates have an exceptional experience. From interview preparation to offer negotiations, our goal is to help organizations hire confidently while creating a hiring experience that attracts today’s top talent.
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