How to improve your interview process

How to improve your interview process
Miriam Groom, VP Sales & Marketing
Miriam Groom

22 December 2022 • Estimated reading time : 5 mins

As the global economy improves, the war for talent is heating up. Companies are struggling to find and attract the best candidates. To win that talent war, companies need to improve their interview process.

There are several steps companies can take to make their interview process more effective. This post will outline the best strategies you can take to attract and retain top talent.

Advertise for the candidates you want

While interviewees are told, “Dress for the job you want,” companies should “Advertise for the candidates they want.” If you don’t want to waste time interviewing candidates who are not a good fit, you need to be clear about what you’re looking for.

Do your homework and know what skills and experience the ideal candidate should have. Then, craft your job postings and advertisements to target those individuals. You can also work with a recruiter specializing in finding suitable candidates for your open positions.

Streamline your process

Your interview process should be as efficient as possible. Candidates should not wait weeks or even months to hear back from you. The longer you take, the more likely your top candidates will accept another offer.

You can streamline your process using an applicant tracking system (ATS). An ATS can help you automate scheduling and keep track of your candidates. You can also use an ATS to score and rank your candidates, saving you time in the long run.

Filtering your candidates before the interview stage will also save you time. You can do this by using screening questions and online assessments. By doing this, you can identify which candidates are worth interviewing and which are not.

Train your interviewers

Your interviewers need to be trained on how to conduct an effective interview. They should know what questions to ask and how to assess a candidate’s skills and experience. You can find interview training programs online or work with a consultant in this area. Either way, ensure your interviewers are prepared before meeting with any candidates.

There are a few things your interviewers should not do during an interview. They should not ask illegal questions, such as those related to age, race, religion, or gender. They should also avoid making any promises that they cannot keep. Finally, they should not badmouth your company or other employees.

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Make the interviewee comfortable

During the interview, it is important to make the interviewee comfortable. The interview should be conducted professionally, and the interviewer should be friendly and welcoming. Candidates should feel like they can be themselves during the interview and that their opinions are valued.

One way to make candidates comfortable is to start with some small talk. It will help put them at ease and make them more likely to open up. You can also ask them about their experience and why they are interested in the job. Finally, thank them for their time at the end of the interview.

Depending on whether the interview is conducted virtually or in person, there are different things you can do to make the interviewee comfortable. 

If the interview is conducted in person, offer them refreshments and a comfortable place to sit. If the interview is conducted virtually, the candidate should be given clear instructions on connecting to the call and what they need to do to be prepared.

Prioritize performance over promises

When making a job offer, it is crucial to focus on the candidate’s performance rather than promises. The candidate may be able to list all the reasons why they would be an excellent fit for the job, but that doesn’t mean they will perform well in the role.

Instead of making promises, let the candidate know what they can expect from the job. Give them specific examples of what they will do daily and the results you expect from them. This will help set the right expectations and ensure that you and the candidate are on the same page.

Follow up quickly

After the interview, follow up with the candidate as soon as possible. Thank them for their time, and let them know when you will be making a decision. If you need more time to decide, let the candidate know and give them a specific date.

It is also best to keep in touch with candidates even if you don’t end up hiring them. If they were close but didn’t quite make the cut, let them know and give them feedback on their performance. This will show that you value their time and effort and may help you attract them to your company in the future.

Have a smooth onboarding process

Finally, once you’ve hired the candidate, it is vital to have a smooth onboarding process. Help the new hire acclimate to their new role and introduce them to the team. Give them the resources they need to be successful and have regular check-ins to see how they are doing.

A smooth onboarding process will help ensure the new hire is productive from day one. It will also help reduce turnover and show that you value your employees.


If you want to take your company to the next level, start with your interview process. Following these tips can improve your company’s interview process and attract worthy talent. By making a few simple changes, you can significantly impact the quality of your hires.

Get started by finding qualified candidates with Groom & Associates. We are a leading recruitment firm specializing in placing top talent with businesses worldwide. Contact us today to learn more about how we can help you find your next great hire.

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Miriam Groom, VP Sales & Marketing
Miriam Groom

Miriam Groom is a nationally renowned Industrial & Organizational Therapist and HR Strategist specializing in strategic and innovative talent management & workforce transformation strategies that are highly employee-centric.