3 Small Steps to a Memorable Candidate Interview Experience

In-person interviews are the best opportunity to determine if a candidate is the optimum fit for a position and the organization. Coordinators, recruiters, hiring managers and interviewers must all work together to create a positive and memorable interview experience – it just may convince the person with "the right stuff" to join your team.

Providing a positive candidate interview experience is not only the right thing to do for a talent brand, it is good for business in a number of ways. Job interviews will have a lasting impact on how potential talent views a company. A negative experience can turn the best hires away and possibly tarnish a company’s reputation and growth. Even if the candidate is not hired, they can still become a customer, apply for future jobs, write an online review and make qualified referrals.

"We all like to be recognized not for one piece of fireworks, but for the ledger of our daily work." -Neil Armstrong

Here are the three hallmarks of a memorable candidate interview experience:

1. Make it easy and comfortable.

• Provide detailed directions to the office or location including where to park and the best methods of public transit along with anticipated travel times.
• Send an itinerary prior to interview day with the names and titles of interviewers so candidates have amply time to research their backgrounds.
• Expose them to the culture; show them around the office - break rooms and common spaces, and briefly introduce them to people who pass by, especially company leaders.

2. Interview with consistency and transparency.

• Establish and enforce interview protocols to ensure candidate interactions are on brand and delivered authentically, no "winging-it" allowed.
• Use structured behavioral interviewing questions with each interviewer focusing on different attributes/skills, be sure the questions target what is asked for in the job description.
• Be open with the candidate if asking questions that are outside the job scope, let them know the stretch points so they have a chance to shine and impress.

3. Follow-up with honesty and integrity.

• Mention where they are at in the hiring process when saying good-bye and give a time frame for when you’ll follow up, honor the commitment no matter the outcome of the decision.
• Give the candidate a phone call or send them a personal email when they’re no longer being considered, don't send an automated rejection message if they’ve taken the time to come in for an interview.
• Provide constructive feedback when breaking the bad news, give an honest explanation of why they’re not getting the job - even if it relates to their interview performance.