How to give candidates a positive interview experience!

How to give candidates a positive interview experience!

Interviews are your best opportunity to get to know a candidate and determine if they’re the right fit for the job. A positive interview experience can convince a talented person to join your team but a negative experience can tarnish your company’s reputation.

Whether you’ve done interviews before or not always is good to improve and know more. So, Shest will collect the most important points to be able to provide a better interview experience whether it is done by videoconference or person.

Let him be the center of attention

Is funny that is exactly the first thing that the professor teaches at college when the point of “How to get the job” appear. The first advice that people in the same niche give to them, also friends and parents.

Let the brand shine, tell them what they want to hear, if the recruiter asks about disadvantages say things like “I am perfectionist” because it could also be a good thing… Talk about them, ask how the company was created or get informed beforehand to nail it, if you talk about them there isn´t going to appear strange questions…

Real topics from our interview

This kind of topics are real arguments that actually some of the employees tell us at interviews. People lie or are superficial at the interviews because during education and in other backgrounds teach them that. You can google how to get a job and the first thing that appear is how to dress, speak, cheat questions… We all actually teach them that, is what they learn first and we need to stop, and more if we are startups. We want people that came up with ideas with no fear, get involved even in other areas. There are humans have limitations and advantages and as a brand and recruiters, we need to know that, not only to discard or accept the candidates but also to make recruiting great again. Stop this fake environment and be more natural and authentic is the actual challenge nowadays.

And to fix this we can only do it from inside, putting the focus on them, let them shine and let them tell us their reality. If they arrive at the interview they already have made a test to prove the skills and send you some referrals of portfolio… So he/she has the skills, in the interview we need to go further.

Completing a vacancy is easy, but finding real talent is not. Out there are two types of people, the ones who sell themselves to the highest bidder or take the job for the salary and then the people who really look for something beyond and these people deserve their time to shine in the interview and express themselves in an integral way. And we need the second ones.

Now you will say something like “I already knew it” but you know that from the surveys that we do to our clients once a contract is finished, many say that they speak more than the candidate? This is definitely because the candidates are educated and used to give a good superficial image and pleasure you, even tell you what you want to hear.

They are going to try to please you it’s the law of life. They need the work or saw in it an opportunity, so the part of giving them a voice and letting them be themselves must be part of our work rather than complain that all candidates act similarly.

Positive experience

From the candidate’s perspective, interviews are a scary, anxiety-inducing experience. It’s in your company’s best interest to create a warm and welcoming environment so the people you meet with feel comfortable expressing who they are and what they’re capable of.

Providing positive interview experiences also keeps your best candidates interested. Only a desperate job seeker will want to proceed after a bad interview but talented people will move onto other opportunities. Top candidates likely have different employment options and won’t settle for a company that rubbed them the wrong way.

Inhouse interview

The most common way to make the final interview probably with only the best candidates. Sincerely at this point and with what has been said before, we must seek to be different and leave the old way of recruiting behind. Startups have changed the game now is the time to change how recruiting works too:

  • Provide detailed directions to your office. Sometimes there are new in the city, help them.
  • Send an itinerary prior to the interview day. Tell them how long they’ll be in your office and who they’ll meet with. Also, we always recommend and help our clients by building a brief manual to send to the top candidates.
  • Arrange interviews that offer something different. Answering the same interview questions for different people doesn’t make for great candidate experience. Schedule interviews with managers, team members and even employees from different departments. Each conversation will be unique and you’ll receive feedback from people with varying perspectives.
  • Be there when they arrive and stay close throughout the day. Don’t make a candidate awkwardly sit in your lobby for too long. Say hello to them when they arrive and accompany them around your office throughout the day.
  • Expose them to your culture. Meeting potential bosses and coworkers gives a candidate an idea of what the job is like but what about the overall company?

Video Job Interview

Determine the Best Hardware to Use

If you have multiple devices (such as a computer, tablet, smartphone, etc.), choose the one you are most comfortable with — and the one with the most reliable technology. 

Select the Proper Location for the Interview

The ideal scenario for your interview location is a secluded room in which you can shut out distractions (and noises), control the lighting, and display a generic background. 

Test All the Technology

Test your connection. Test your camera. Test your lighting. Test your sound. Test the video program. Make sure you understand how it all works. And test it all again right before the interview commences.

Schedule at Least One Mock Interview

Under as close to identical circumstances as possible, schedule an interview with a friend, colleague, or family member.


The same will work remotely or the candidate may not be in the city but if it is selected move to your headquarters. This implies that you are not in the same time zone and that would have to be squared.

What you should do too

  1. Be friendly but don’t lead them on.  It’s a good idea to mention where you’re at in the hiring process when saying bye and thanking them for coming in.
  2. Stay in touch post-interview. Eager candidates will contact you after the interview, probably before a decision is made. Politely reply and give a timeframe for when you’ll follow up. Honor the commitment and let the candidate know when a decision is made so they can move on with their life.
  3. Don’t withhold bad news. Give them a call or send them a personal email when they’re no longer being considered. Don’t ignore them or send an automated rejection message if they’ve taken the time to come in for an interview
  4. Provide constructive feedback. When you break the bad news, give the candidate an explanation of why they’re not getting the job. Try to focus on their skills and experience as it relates to the role and not their interview performance.