An interview isn’t just a way for a company to determine if a candidate is a good fit for an open role. It’s also a way for job seekers to assess both the business and their potential new management team. Dissatisfaction with leadership is a common reason people decide to move on from a company, and if a manager’s conduct during the hiring process is off-putting, a business may lose out on landing the best new team members.
Below, 13 experts from Forbes Human Resources Council share the business etiquette practices managers should be aware of and act on during new candidate interviews. Follow their tips to ensure you’re making the best possible impression on potential new team members.
Members of Forbes Human Resources Council share important ways managers should show respect to job candidates during interviews.
Photos courtesy of the individual members.1. Review their materials before the interview.
The employee experience starts with the first interview. I have a rule to create a more positive experience for potential future employees: Carve out at least 10 minutes to review the candidate’s materials prior to the interview. A little preparation goes a long way in sparking thoughtful questions and shows candidates you are invested in the interview. - Neha Mirchandani, BrightPlan
2. Address them by their preferred name.
Hiring managers should make a genuine effort to pronounce the candidate’s first and last names correctly during the hiring process, and always ask the candidate what they prefer to be called. Giving care and attention to a new employee’s preferred name speaks volumes about the respect you have for them as an individual and sets a tone of inclusiveness for your team. - Pari Becker, Titan Machinery
3. Be considerate of their time.
Respect a candidate’s time the same way you expect them to respect yours. Managers often think that because they’re busy, candidates must be flexible if they’re running late for an interview or need to reschedule at the last minute—however, when a candidate is late or needs to reschedule at the last minute, it’s viewed as a red flag and, often, as a deal-breaker. Interviewing is a two-way street. - Jenna Hinrichsen, Advanced RPO
4. Open up a dialogue.
Do your part to make the candidate experience as pleasant as possible, in part by ensuring you treat the interaction(s) with the candidate as a two-way street. The interview should feel like an information session for both parties in which everyone feels like they got to answer and ask some tough questions. - Bryan Passman, Hunter + Esquire
5. Keep them updated on the hiring process.
Keeping candidates in the loop on the hiring process is critical—especially sending a note if the individual was not selected for the position. We make a point to not only personally acknowledge résumés that we receive but also to be diligent about notifying candidates who are not chosen for a position. It is not only common courtesy—it shows that you care about others’ time and effort. - Dana Garaventa, Opus One Winery LLC
6. Be clear about the challenges you’re facing.
One piece of business etiquette that is absolutely critical is honesty. Candidates don’t just need to know what makes your organization an exceptional place to work. They should come away with a clear picture of the challenges the team and organization face. By having an authentic, candid dialogue, potential new employees will not be blindsided if hired. - Chad Brown, Alaska Permanent Fund Corporation
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7. Give them your undivided attention.
Being connected all the time is part of life now, but realize that during an interview your full attention should be on the candidate. Do not answer your phone, do not check email and ask your team not to interrupt while you are interviewing. If it’s a virtual interview, check that your video and speakers are working ahead of time. This is the one chance to make a good impression regarding you and the company. - Charmaine Marie Smith, CSI, Inc.
8. Let them know the hiring timeline.
An important piece of business etiquette for managers during the hiring process is to provide key dates and timelines to fill a position. During the hiring process, it is important to cultivate candidates by keeping them informed of periodic hiring status updates. Your followup—or lack of followup—sends a message to candidates about company culture and how you would show up as a manager. - Sherry Martin, Colorado Department of Human Services (CDHS)
9. Provide meaningful feedback.
Managers should be keenly aware of a candidate’s time and emotional investment. As such, it’s critical to provide meaningful feedback during each phase of the process. This includes providing context if candidates are requested to meet with other SMEs or stakeholders. Lastly, it’s important for managers to clearly articulate where the position fits within the organization. - David Swanagon, Ericsson
10. Don’t discuss internal conflicts.
Managers should avoid bringing up any internal conflicts that stemmed from personality or performance issues as scenarios for the job candidate to resolve. Experienced candidates will pick up on a company culture of negative feedback and gossip combined with management’s inability to communicate effectively with current employees to resolve issues, and they will steer clear of any offers that come their way. - Laura Spawn, Virtual Vocations, Inc.
11. Don’t pressure them to immediately quit their current job.
I don’t pressure new hires to quit their old job to onboard with us any faster than they’re comfortable doing to complete their transition—even if I want them immediately. By showing respect for their reputation with their current employer, I hope they will show the same respect for my company should they have to depart one day. - Eric Friedman, eSkill
12. Forget your poker face.
Too often, managers feel that they shouldn’t give away their opinion of the candidate in the interview. And while negative expressions might not be any good, it’s fine to let candidates know when they are doing well. They should leave the interview feeling positive, not concerned about their performance. - Karla Reffold, Orpheus Cyber
13. Show genuine interest in them.
Managers should be respectful to the potential new employee during the hiring process. Show genuine interest in the candidate and ask questions to learn more about their experience, background and career goals, demonstrating concern for the candidate's well-being. Furthermore, encourage the candidate to ask questions. - Ochuko Dasimaka, Career Heights Consulting, Inc.
