Of course, it’s by no means easy to find such people, and then once you have agreed to your shortlist, your attention turns to the interview – that fateful moment when recruiting employer and potential recruit come face-to-face for the first time.  

At the interview stage, the stakes are high for both parties; a good impression is paramount, and both parties must feel comfortable and confident that the relationship being forged could ultimately prove successful. 

The question for the recruiting employer is, however, how you achieve this positive impression and what are the right and wrong questions to ask during the interview. As they say, you never get a second chance to make a first impression.

How to set the right environment for the interview?

This is all about making the candidate feel comfortable. They should feel both physically comfortable and mentally comfortable to create a space to ask questions, that allows them to express themselves and show their true personality. 

If you want to know what somebody is like, allow them the time and space to show it.  

The days of formal, stuffy interviews with suits and ties behind huge mahogany desks should be consigned to the past.

What are the best types of questions to ask?

The best questions to ask are open questions; however, you should frame the questions on a specific subject or topic to get the detail you need while allowing the interviewee the time and space required to respond in a way that suits them.

You could ask them to give examples of occasions when they had achieved specific business objectives and how they did it, how they created an outstanding client experience, or which steps they have taken in the past to draw up an efficient project roadmap, etc.

Which types of questions are to be avoided?

You mustn't ask any questions that are (or may appear to be) potentially discriminatory, either directly or indirectly.  

For example, it isn’t wise to ask questions about a candidate’s family life, as this is highly unlikely to be relevant to the available position.

Should I ask the same questions of each candidate?

Yes, it is usually good practice to ask the same questions to each candidate.  

Not only does this help ensure fairness and transparency between the candidates, but it also helps ensure that the interview stays on track and that you cover all the ground you need to make a reasoned and informed decision. 

It also minimises the risk of allegations that the interview was conducted in a discriminatory manner.

Should the discussion be two-way?

The traditional interview approach consists of an hour’s worth of one-way questioning before one solitary candidate question at the very end. 

The more modern, progressive approach allows the candidate to ask questions during the interview to gauge an authentic feel of the organisation and whether the fit is right for them.  

Remember, the interview is as much about them as it is about you; the best candidates often have multiple options when considering switching roles, and the majority will choose what feels right for them.  

Their decision will likely be based on far more considerations than simply remuneration terms or role status.

Wrapping up

If you need advice or assistance interviewing, recruiting or employing staff, LawBite can provide the necessary support from an experienced employment lawyer to support your business during this process. 

LawBite also has free employment contract templates your startup can use for different types of employees; from junior members of staff to senior management plus casual and temporary workers.