At Queen Consulting, our goal is to find the best matches between our clients and our candidates. A year ago we shared our tips for candidates to “Make the Most of Interviewing in a Remote World.” Now, we’re flipping the table around—or is that the screen?—to share our interview tips for hiring managers.

Let’s start by acknowledging that hiring in 2022 is obviously quite different than it was just a couple of years ago. First and foremost, the pandemic has forced almost all of our meetings, including job interviews, to be conducted remotely. And, as the business world has adjusted to the pandemic’s upheaval, we have seen both a huge increase in hiring and a rapid acceleration in the hiring cycle. This means that there is increased competition for just about every candidate, putting hiring managers under more pressure to find a great resource and quickly make a successful offer.

How Queen Can Help

At Queen, it is our top priority to make sure both the candidates and our clients are properly prepared for an interview. This includes the client having all the pertinent information that they need about the candidate, including a resume, compensation details, where they are located, and how soon they can start a new position. It is essential that we communicate to our clients the full picture of what the candidate is looking for in their next opportunity, and how active they are on the job market, so they are able to move quickly if needed.

Every interview is the client’s primary opportunity to identify top talent and here at Queen, we want to make sure we do everything possible to make that happen. It’s critical to remember that while you are evaluating the candidate, they are also evaluating you and your organization. With our experience in working with both candidates and clients, Queen is in a unique position to share our best interview tips and tricks for hiring managers.

Be a welcoming host. “Begin the interview by setting the stage,” says Senior Account Executive Katie Bethel. Start by giving the candidate a high-level overview of your organization, then explain the project and what the candidate’s responsibilities would be. It’s also important to include an overview of the hiring process, so the candidate knows what to expect. “Creating this roadmap of the process and the position puts the candidate at ease and gives them the information they need to provide responses that make connections between their background and the position,” says Katie.

Research the candidate. Review the candidate’s background and experience before the interview. That way, you can prepare questions that are tailored to the candidate, which will yield better information for your hiring decision. It can be off-putting when a client starts an interview with “I haven’t had the chance to read your resume yet, but…” Saying that sets the stage from the beginning that you feel your time is more important than theirs and that might be the way they are treated if they work for you.

Know your hiring process. Often candidates ask about the hiring timeline, and you want to be able to answer accurately. Katie adds, “With the market so hot right now, candidates are getting snapped up quickly. It’s important to have your process in place and act fast once you find that perfect candidate!”

Be ready to answer questions about your organization. In the wake of the pandemic, achieving a healthy work/life balance has become increasingly important to workers, so be prepared for questions about your company’s culture. Why would someone want to work at your organization? Remember that you are the reflection of your organization!  “A candidate may ask about the goals for your department, the types of skills they will develop in the role, what the day-to-day looks like, and even what you yourself like about your company,” says Katie. “Be ready to articulate these things.”

Be aware of body language. In a remote interview, being able to observe a candidate’s body language can be an additional tool to see how he or she reacts in stressful situations. Likewise, it’s important to learn to project your own body language in a positive, supportive and professional way, as well. Remember to smile, be friendly, don’t slouch … in short, portray yourself via screen the way you would in a conference room. Communicate that you are enjoying your opportunity to get to know them!

Write down your feedback and impressions. Set aside time after each interview to collect your thoughts and note overall impressions of the candidate and specific interview highlights. Katie explains, “This is especially helpful for managers who interview many candidates back to back. Doing this right after the interview lets you capture the good and the bad, as well as specific answers and creative ideas from each candidate.”

DON’T Do This

Don’t ask only the standard interview questions. Asking clichéd questions like “What’s your greatest weakness?” or “Where do you want to be in five years?” may not tell you much about a candidate. Once you’ve done a little research on the candidate, you can get creative with your questions. You’ll not only get deeper answers that will help you make a hiring decision, you’ll also demonstrate to the candidate that you have made the effort to get to know them better.

Don’t be overly challenging or combative. It’s fine to challenge a candidate’s answer or to ask for clarification, but be careful not to cross the line. The candidate will easily assume that a potential working relationship will be combative, too. We find it’s better to be friendly so the candidate drops their guard and can more easily show you their true self.

Don’t monopolize the conversation. Your goal is to understand the candidate’s background and to determine if they are a good fit for your team. You’ll best do that by asking targeted questions and listening closely to the answers. However, don’t feel that you can’t interrupt to redirect the conversation if the candidate is rambling or getting off track. Sometimes candidates are unsure what the interviewer is looking for, so they continue to talk hoping they will hit the right point.

Remember, You’re Being Interviewed, Too

While every hiring manager has his or her own style, following our DOs and DON’Ts will help you get the clearest view of your candidate at the same time that you present your organization in the best light possible. As Katie says, “While managers are interviewing the candidate, the candidate is also interviewing the hiring manager!”