The interview process can be stressful—and not just for job applicants. Recruiters are often the first step in vetting potential candidates for a position and are also usually the first representative a job seeker will encounter from a prospective company. This places significant pressure on recruiters to thoroughly screen applicants while also fostering a positive, personable interaction that leaves a strong impression of the company.
In any interview, there’s an essential window known as the 6-12 Minute Barrier — a timeframe when recruiters need to make an initial assessment of whether a candidate might be a good fit for the role. During these critical minutes, recruiters look for specific signals about a candidate’s skills, culture fit, and motivations. This brief period can significantly influence the direction and outcome of the conversation, making it essential for recruiters to engage with intention and clarity from the start.
Effectively leading an interview and asking the right questions are essential skills recruiters need to identify and add top candidates to the talent pool. Here’s what recruiters should keep in mind to accurately recognize and prioritize top talent for open roles.
Don’t Dominate the Conversation
It’s important to create healthy, workplace-appropriate banter so that candidates feel comfortable and the interview flows naturally. However, if a recruiter does most of the talking, they won’t effectively gauge whether an applicant is a good fit for a role. While excessive silence is equally problematic, recruiters should give applicants time to discuss their strategies, goals, and expertise.
Keep in mind that not every applicant talks a mile a minute. Some people need a few moments to gather their thoughts, so avoid feeling pressured to fill every silence with conversation. Instead, give applicants time to share their perspectives and watch for cues — especially during phone interviews — that they’ve completed their response.
Build Rapport with Candidates
Finding a balance between friendly banter and maintaining focus can be challenging. Still, failing to connect with an applicant can create a cold environment that dampens enthusiasm and discourages openness. Interviewing a candidate is like greeting a customer entering a store. Missing the opportunity to make a strong first impression can create a negative experience, possibly leading an applicant to hurry through the interview to escape an uncomfortable interaction. Simple gestures, like asking about their day, offering water, or checking if they easily found the location, are effective icebreakers that humanize a stressful experience. Remember, for recruiters, this may just be another day, but for an applicant, the interview may represent a crucial step toward a better quality of life or support for loved ones.
Check Those Biases
Everyone has biases. While these are often associated with race, gender, and disability, other factors — such as education, previous employers, or personal interests — can also create implicit biases, leading interviewers to judge applicants unfairly. Instead of making assumptions based on a resume or appearance, allow each candidate to represent themselves authentically.
Research the Candidate
Nothing says “unprepared,” like a recruiter who enters an interview with no knowledge of the candidate on the other side of the table. While recruiters don’t need to be detectives, a quick review of a resume, a Google search, or a LinkedIn profile helps provide context for the conversation.
Taking time to research candidates can help recruiters generate relevant questions and get a better sense of why a candidate might be interested in the role or where their true passions lie. In essence, a little research goes a long way toward assessing fit.
Ask Pertinent Questions
It’s unrealistic to expect recruiters to know the nuances of every open position. However, not asking essential questions can result in unqualified candidates progressing to the next stage. Skilled applicants can recognize when an interviewer lacks understanding of a specialized role.
To avoid this, speak with department stakeholders to understand the required skills versus those that are simply a plus. If necessary, involve a stakeholder in the interview but avoid an overwhelming number of internal participants that could make the interview feel more like an interrogation.
Go Deep with Candidates
Avoid questions that permit yes or no answers. An interview’s goal is to assess a candidate’s capabilities and understand their mindset. Even though long-term employment is rare, look for signs that suggest whether the candidate is invested in this opportunity or ready to jump at the next big offer. Ask questions that reveal why a candidate is leaving a current role or why they’re pivoting to a new career path. Behavioral questions are effective for learning about their goals, relationship management, and past challenges.
Interviews Go Both Ways
Regardless of the market, remember that companies are also being vetted. Today, especially among Millennials and Gen Z, candidates want workplaces that respect work-life balance and don’t treat employees as dispensable. Be open to discussing complex but important topics, such as why a role is open, compensation, and benefits. Make clear how the company values and supports its people.
Be Transparent
A common complaint in the job search is the lack of communication. From missing responses to being ghosted after interviews, the process often frustrates candidates. As the first point of contact, recruiters represent the company and can set a positive tone by maintaining open communication.
Avoid excessive interview rounds or unnecessary tests. After interviews, follow up promptly and be transparent about the process. Also, be honest about unpaid assignments and clarify if a candidate’s work during the application could benefit the company.
Remember, Creating a Top-Tier Talent Pool Is the Goal
Just like sales funnels, recruiters aim to build a talent pool of strong candidates for future roles. Taking time to follow these steps ensures only the most qualified, well-aligned individuals make the cut.
