If you are a recruiter who conducts a number of interviews everyday, then there’s a chance that you might stop one important thing: stop preparing for them as they will get mundane as a result.

This can turn out to be a problem when it comes to closing candidates for a position. In fact,
83 % of professionals have said that a bad interviewing experience have changed their opinion of a role.

Alternatively, an excellent impression created due to a good interviewing experience can actually make a candidate change their mind while causing them to take an interest in the

What you also need to remember is that an interview is the only chance that you have in order to talk with a candidate to understand them better and see if they’re a good fit for your

Which begs the question: how do you do this while ensuring it is a good experience for the

Things that a Recruiter Needs to Prepare in Advance

As mentioned earlier, it all boils down to preparation. Here are 7 things that every recruiter must do in order to ensure this:

1: Understand the position clearly

Before you take the interview, make sure you know what the recruiting manager is looking for, in terms of a candidate. Based on this, structure your interview accordingly. Maybe it is a good idea to spend more time with them and look through resumes together. Building a strong relationship with them will certainly improve your prospects as a recruiter too.

2: Create a list of interview questions

Researchers have found that structured interviews are better than unstructured ones. Trusting
your gut isn’t always the best way to go. Prepare questions beforehand and then improvise later if you must. Not only will this interview feel more reliable but it will make the
interviewer’s job much easier too. Best part: less awkward pauses.

3: Look at the candidate’s LinkedIn profile and application

This is one that most recruiters follow but can be missed especially if they’re busy. You still have to remember that an interview is a two-way conversation, so you have to impress them in that interview too. Read their LinkedIn profile and application before taking the interview. This extra information will help the candidate feel wanted at your company. If you don’t, you’ll waste time at the interview finding out about the candidate too. This way you can ask pointed questions and take a better interview as a result.

4: Think of what to say to show why your company is a great place to work at

Given that candidates will want to know why working at your company is a great place, it’s best to prepare as to why that is true, and not some other organisation. One way to do this is by taking them for a tour of the facility while highlighting which aspects of the company makes it true.

5: Be prepared to answer a candidate’s responsibilities

An interview isn’t just about asking a candidate question but also to answer their questions as well. In fact, a number of professionals agree that getting their professional and responsibility-based questions answered are very important too. So, if you tell them more about their responsibilities as well as how they can succeed at their work, then this will improve their experiences too.

6: Prepare a homework assignment for them

Interviews aren’t the only way you can tell whether a person is fit for your company or not. Work samples or even a homework assignment is an excellent way to find out, especially if it is similar to the project that they will be working on at your firm.

7: Be ready to offer feedback

Almost 94 % of professionals want feedback after taking an interview at a company they don’t get a job at. In fact, they would four times as likely to consider employment at your organisation if they get some feedback too. So, if you do provide constructive and actionable feedback, this will lead to a positive candidate experience.