Technical skills are important. Experience matters. Qualifications have their place.
But interviews should also help you understand how someone thinks, communicates and fits into your team.
Can they solve problems?
Do they take ownership?
How do they react when something goes wrong?
How do they build relationships with colleagues and customers?
These are often the qualities that determine whether someone succeeds in a role, yet they’re surprisingly easy to overlook when an interview becomes little more than a review of a CV.
Another common mistake is interviewing candidates weeks apart and trying to compare them from memory. The first interview was a fortnight ago, the second was yesterday and the third is next week. By the end of the process, it becomes difficult to remember who said what and decisions are influenced by first impressions rather than consistent evidence.
Consistency is key.
Ask each candidate the same core questions. Take notes. Decide in advance what good answers look like. If more than one person is interviewing, discuss the scoring afterwards rather than trying to reach a conclusion in the room.
Most importantly, don’t ignore your instincts—but don’t rely on them alone.
A candidate who is personable and interviews well isn’t always the best person for the role. Equally, someone who is a little nervous may go on to become an outstanding employee.
The purpose of an interview isn’t to find the person who performs best under interview conditions.
It’s to identify the person most likely to succeed once they’re sitting behind the desk.
At ASL Recruitment, we often help clients refine their interview process as well as introducing suitable candidates. Sometimes a few simple changes to the way interviews are structured can make a significant difference to the quality of hiring decisions.
Final Thought
A successful interview isn’t the one where everyone leaves smiling. It’s the one that helps you make the right hiring decision with confidence.
