Three Ways to Improve Your Interviewing Experience When Screening New Candidates

If you’re hiring in Allentown, PA, you know firsthand how hard it is to choose the right person for the job. When you posted the position online, you were probably inundated with resumes from a slew of seemingly-qualified candidates.

Now that you’ve narrowed the list down to a select group of top contenders, it’s time to start preparing for the interview phase. Whether this is your first rodeo with hiring or something you’ve done more times than you can count, there’s always room to improve.

Use these three tips to create an optimal interview experience that makes candidates feel valued and helps you learn as much as possible about them.

Review Applications With Care

Going into the interview, you expect candidates to have done their research on your company, but they’re not the only ones with a big decision to make. If you waltz into the interview barely knowing the person’s name, much less anything about them, you’re doing everyone a disservice.

No one likes to be treated like a second-class citizen, so you risk offending the candidate if it’s obvious you haven’t reviewed their resume. Top talent wants to join a team excited to have them on board, but this type of attitude sends the impression they won’t be anything but another name on your roster.

Tailor Questions to Each Person

No two candidates are the same, so taking a blanket approach to interview questions doesn’t work. If you actually read each person’s cover letter, resume and any other supporting documents, you’ll be able to create a personalized list of questions that will allow you to learn as much as possible about them.

Keep Candidates in the Loop

There are few things more frustrating for candidates than interviewing for a job, then hearing crickets afterward. Before ending an interview, let the person know what the next step is and the date you plan to accomplish it. If you have a timeline for the entire hiring process, share this with them.

These people took time out of their schedule to interview with you, so you owe them the courtesy of a follow-up. Even if you won’t be moving forward with them, letting them know is the right thing to do and will keep the door open if another position they’re better suited for opens up in the future.

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