More tips for conducting interviews

Hiring the right candidate isn’t just about assessing qualifications—it’s also about creating a great experience, setting clear expectations, and ensuring a structured and fair process. Here are some practical tips to improve your interview process and make smarter hiring decisions.

Nothing kills an interview faster than an unprepared interviewer. Taking just a few minutes to research the candidate can completely change the conversation.

• Review their resume and LinkedIn profile—look for common connection or experiences.
• Prepare specific questions that show you’ve done your homework.
• Understand what excites them—knowing their career path helps you sell the role effectively.

A little preparation goes a long way in creating a more engaging, insightful interview. Remember, interviews go both ways—candidates are evaluating you just as much as you’re evaluating them.

One of the top reasons employees leave within the first year? Misaligned expectations. Be upfront about the realities of the role to ensure a strong fit.

• Highlight both the positives and the challenges—don’t sugarcoat.
• Describe a typical workday so they can picture themselves in the role.
• Be transparent about team dynamics and leadership styles.
• Share an honest perspective on company culture.

A great candidate wants the truth, not just a highlight reel. Transparency leads to stronger hires who stay longer.

Many interviews focus on hypotheticals, but great hiring decisions come from seeing real skills in action, not gut feelings.

• Ask how they would approach a real project or challenge they’d face in the role.
• Walk them through an actual task they’d handle.
• Use case studies or working sessions to assess problem-solving skills.

The best candidates will appreciate the opportunity to showcase what they can do—and you’ll make better hiring choices.

Every hiring manager has had that moment when something feels “off” about a candidate. Here are some key signals to watch for:

Red Flags:

• Vague or evasive answers—especially about past challenges.
• Constant negativity about previous employers.
• Low energy or enthusiasm for the role—are they just “job shopping”?

Green Flags:

• Clear, specific examples of past achievements.
• Genuine curiosity about the company and role.
• Positive energy and adaptability.

Recognizing these patterns can help you avoid bad hires and secure great ones.

Would you trust a hiring process based purely on gut feeling? Probably not. A structured interview process ensures fair and accurate evaluations.

• Ask the same core questions across all candidates to reduce bias.
• Use a scoring system to compare responses objectively.
• Customize follow-ups while maintaining consistency.

Great hiring isn’t guesswork—it’s about measuring what matters.

Have you ever felt an instant connection with a candidate because they remind you of yourself? That’s unconscious bias at work.

• Focus on skills and what they add to the culture, not just "culture fit."
• Use structured interview questions to evaluate consistently.
• Get multiple perspectives—panel interviews help reduce individual bias.

Awareness is the first step toward fairer, smarter hiring.

Ghosting isn’t just bad in dating—it’s bad in hiring, too. Leaving candidates in the dark damages your employer brand.

• Follow up promptly—don’t leave candidates guessing.
• Provide constructive feedback (when possible).
• Ask for their feedback on your interview process—improvement is a two-way street.

A respectful hiring process strengthens your company’s reputation and keeps candidates engaged for the future. 

By implementing these interview best practices when conducting interviews, you’ll not only attract better talent but also create a hiring process that candidates respect and appreciate. Interviews aren’t just about finding the right candidate—they’re also an opportunity to build your company’s reputation as an employer of choice.

 #InterviewTips #HiringBestPractices #CandidateExperience #FinanceCareers #AccountingTalent #LeadershipMatters #RecruitmentInsights #CFOInsights