As a startup, it can be challenging to navigate the hiring process. How do you make sure you’re finding the right talent for your company? How do you conduct a productive and insightful job interview?
Here are some questions to consider as you prepare to interview candidates for your startup:
- How can you structure the job interview to make the most of your time with the candidate?
- How can you ensure that you’re covering all the important topics during the interview?
- How can you take detailed notes without making the candidate feel uncomfortable?
- How can you show genuine interest and make the candidate feel valued?
- How can you manage expectations and ensure that the candidate is a good fit for your company?
- How can you make the candidate experience memorable and pleasant?
One way to address these questions is by following these seven steps for how to interview well:
1. Setting the Stage
Start off with a short round of introductions, where you tell the candidate who you are, what you do, and a little bit about the company. Summarize the interview process and let them know that you’re interviewing with other candidates. Discuss next steps, including when the candidate can expect to hear from you afterwards. This step helps to set the tone for the interview and gives the candidate an idea of what to expect.
Interactive Tip: Create a virtual introduction deck or video that showcases your company’s mission, values, and team culture. Share it with candidates before the interview to build excitement.
2. Checking the Boxes
Use an interview checklist to make sure you cover all prepared topics, but don’t let it run the show. The most important thing is having a productive conversation, so keep it short and sweet. The checklist ensures that you are evaluating all candidates on the same criteria and covering all the important topics.
Interactive Tip: Use a digital checklist or scoring tool to make evaluations easier and more consistent. Platforms like Google Sheets or dedicated hiring apps can simplify the process.
3. Taking Notes
If you want to take notes during the interview, do it on paper, not on your computer. Taking notes on paper prevents a barrier between you and the candidate and makes the candidate feel that you are paying attention and interested in what they have to say.
Interactive Tip: After the interview, transfer your handwritten notes to a collaborative platform, like Notion or Trello, for team review.
4. Making a Connection
Be on time to the job interview—or better yet, be there five minutes early. Whatever you do, don’t let the candidate wait, or they’ll think that you don’t care about them. Show interest in the candidate and put your best self forward. Remember, the candidate is also taking time out of their day to interview with you.
Interactive Tip: Send a pre-interview email with a warm greeting, a link to the virtual meeting, and a brief overview of what they can expect.
5. Aligning Expectations
Ask the candidate about their preferred starting date, whether they’re talking to other companies, and take a minute to double-check salary expectations. This step helps to ensure that the candidate’s expectations align with the job requirements and that they are a good fit for your company.
Interactive Tip: Use a pre-interview questionnaire to gather key information like salary expectations and availability to save time during the interview.
6. Two-Way Street
Make sure you give the candidate the opportunity to ask you questions too. Keep your answers concise and let them elaborate on theirs. As much as you’re interviewing them, your candidates are also interviewing you to determine if they want to work at your company.
Interactive Tip: Prepare a list of common candidate questions and craft thoughtful answers that reflect your company’s values and vision.
7. Leaving a Lasting Impression
Even if a candidate doesn’t end up working for you, they’ll form a strong opinion of your company based on their candidate experience. Make sure you do everything you can to make the experience memorable, pleasant, and balanced. This step helps to build a good reputation for your startup and ensures that the candidate has a positive view of your company.
Interactive Tip: Send a personalized thank-you email after the interview, expressing appreciation for their time and interest.
Bonus!! – Here is a powerful book we recommend – Consider adding this book to your reading list if you’re a hiring manager, recruiter, or a start-up founder.
“Who” by Geoff Smart and Randy Street – this instant New York Times Bestseller, provides a simple, practical, and effective solution to what The Economist calls “the single biggest problem in business today”: unsuccessful hiring. Emphasises the importance of making the right hiring decisions and stresses that the success of a manager is largely determined by the quality of the people they bring on board. The authors, Smart and Street, highlight that “who” refers to the individuals responsible for making important decisions and managing key aspects of your business, such as your sales force, product, and customer engagement. Don’t wait, buy this book today.
Parting thoughts
Parting Thoughts
Creating a welcoming and inclusive experience for candidates from the very first interview invitation to the final step is essential for building a strong employer brand. A positive interview process attracts top talent and ensures you’re selecting the best fit for your company. It’s truly a win-win—candidates feel valued and comfortable, and you’re more likely to find the right people for your team.
Partner with a hiring expert, like Skillpad, to elevate your brand and connect with the ideal talent for your start-up. Explore AI-driven candidate matching and personalized hiring consultations to ease up your hiring process!