Guide for Hiring Managers
A well-conducted interview helps identify the best candidate while providing a professional and fair experience for everyone involved. Here are a few.
DO
Provide adequate notice.
Give candidates at least 48 hours’ notice whenever possible when scheduling interviews.
Create a positive candidate experience.
Help candidates feel welcomed and respected from the beginning of the interview through the conclusion.
Keep questions job-related.
Focus questions on the knowledge, skills, abilities, and experience required for the position.
Ask the same core questions of each candidate.
Consistency ensures candidates are evaluated fairly.
Ask follow-up questions when needed.
Explore responses further to understand a candidate’s experience and approach better.
Give candidates the opportunity to fully respond.
Allow candidates time to share examples and explain their experience.
Listen carefully and give your full attention.
Avoid distractions and focus on the candidate’s responses.
Take professional notes.
Record key information that will help with evaluation later.
Keep in mind that interview notes may be subject to review, so they should remain professional and job-related.
Allow time for candidate questions.
Candidates should have the opportunity to ask questions about the role, team, and organization.
Communicate next steps.
Let candidates know the expected timeline for hiring decisions and keep them informed if the timeline changes.
Thank the candidates for their time.
Close the interview by thanking them for their interest and participation.
DON'T
Don’t ask questions that directly or indirectly reveal protected information.
Avoid questions that ask about, or could reasonably lead a candidate to disclose information related to protected characteristics.
Examples of protected areas include:
- Race
- National origin or ancestry
- Religion
- Gender identity
- Sexual orientation
- Marital or family status
- Pregnancy
- Disability or medical history
- Genetic information
- Age
- Previous compensation
Don’t ask personal or unrelated questions.
Avoid questions about hobbies, personal interests, or other topics unrelated to the job.
Don’t ask leading questions.
Questions should allow candidates to describe their experience rather than signaling the “right” answer.
Don’t interrupt the candidate.
Allow candidates to finish their responses before moving on.
Don’t overpromise or oversell the position.
Be transparent and accurate when discussing the role and organization.
Don’t guess if you don’t know the answer.
If you are unsure how to answer a question, let the candidate know you will follow up.
Don’t use internal jargon or acronyms.
Candidates may not be familiar with internal terminology.
Don’t treat candidates differently.
Evaluate each candidate using the same standards and approach.
Don’t rely on past interviews.
If a candidate has previously been interviewed for another position, evaluate them based only on this interview and this role.
