Tips on how to set up an effective 1st interview

Tips on how to set up an effective 1st interview

The hiring process is one of the most vital aspects of building a successful team. A well-structured first interview can set the tone for the entire recruitment process, helping you identify top talent while ensuring candidates feel valued and respected. 

Here are the steps to construct an effective first-candidate interview:

1. Define the purpose of the interview

The first interview typically serves as a screening process to:

• assess the candidate’s qualifications/experience and alignment with the job requirements
• get a feel for how they might fit your business from a cultural perspective
• identify potential deal-breakers or gaps in experience

2. Get prepared in advance

Before the interview:

Review the candidate’s CV: Familiarise yourself with their experience, skills, and their career journey.
Fully understand the role you are interviewing for: Clarify the essential skills, responsibilities, and success criteria for the position and cross reference it with the candidates CV.
Create a set of uniform questions: Ensure consistency by preparing a list of questions that will be asked of all candidates for the same role.

3. Structure the interview

A structured interview ensures that you gather relevant information while keeping the process efficient. It’s not set in stone that you should keep to a time table but it helps standardise the process:

a. Warm introduction (5 Minutes)

• begin with a friendly greeting and brief introduction of yourself and your role
• provide an overview of the interview format and time frame

b. Candidate background (10-15 Minutes)

ask open-ended questions such as:

• “can you take me through your career journey?”
• “what attracted you to this role?”
• probe deeper into specific achievements or responsibilities listed on their CV

c. Role and fit evaluation (15-20 Minutes)

focus on role-specific questions, such as:

• “how have you demonstrated [key skill] in your previous roles?”
• “what strategies have you used to overcome [specific challenge]?”
• include behavioural questions like:
• “can you describe a time when you had to deal with a difficult situation?”

d. Candidate questions (5-10 Minutes)

allow time for the candidate to ask questions about the role, team, or company culture. This helps gauge their interest and preparation.

e. Closing (5 Minutes)

• explain the next steps in the hiring process, including timelines
• thank the candidate for their time and reiterate your appreciation for their interest in the role.

4. Focus on Communication and tone

Creating a comfortable environment is vital. Make sure that:

• the tone is professional yet conversational
• active listening is prioritised to make the candidate feel heard
• clear and transparent communication about expectations and timelines

5. Take notes and evaluate objectively

During the interview, jot down key points to aid in evaluation. After the interview:

• use a standardised scoring system to assess candidates based on predefined criteria
• compare candidates objectively, focusing on skills and cultural alignment with the role rather than personal preferences

6. Provide feedback

While not all businesses provide feedback to candidates at this stage, offering constructive insights to unsuccessful candidates will help your employer brand.

Final thoughts

The first candidate interview is not just an evaluation of the applicant—it’s also an opportunity to showcase your organisation and its values. By preparing thoroughly, maintaining a structured approach, and fostering a positive experience, you’ll set the foundation for finding the perfect fit for your team.