Interviews remain one of the most critical parts of the hiring process. Large organizations often rely on structured interview processes designed by talent experts, but for many small and mid-sized businesses, hiring is often seasonal, and the responsibility lies heavily on hiring managers and their teams.
The challenge? An unstructured interview can lead to biased decisions, missed red flags, and costly mis-hires. To avoid this, hiring managers need to follow clear interview best practices that ensure fairness, consistency, and accuracy in evaluating candidates.
Here are 9 interview best practices for hiring managers to help you identify the right talent while creating a positive candidate experience.
9 Interview Best Practices for Hiring Managers
1. Assess job fit through problem-solving questions
Instead of relying on generic questions, ask candidates to solve a realistic job-related problem. Engage in a discussion to understand how they approach challenges, break down complex situations, and develop solutions.
The quality of their process often matters more than the final answer. Top performers typically demonstrate the ability to visualize a solution before execution.
2. Identify the candidate’s true motivation
Motivation matters as much as skills. Ask candidates what they are looking for in a new role and why. Strong candidates usually seek career growth, meaningful work, and skill development opportunities rather than only a salary increase.
Position your role as a balance of growth, learning, and rewards to attract motivated individuals.
3. Avoid outdated or irrelevant questions
Questions like “What is your biggest weakness?” or “If you were an animal, which one would you be?” add little value and often produce rehearsed responses. Instead, frame questions that reveal problem-solving skills, adaptability, and cultural fit.
For example: “Can you describe a time when you had to learn a new skill quickly to succeed in your role?”
4. Evaluate ability to learn quickly
High-potential candidates are quick learners who can adapt to new roles with minimal ramp-up time. Use behavioral questions such as:
- Tell me about a time you took on responsibilities outside your comfort zone.
- What was the biggest accomplishment you achieved with limited prior experience?
Look for signs of resilience, curiosity, and continuous learning.
5. Spot achiever patterns and a go-getter attitude
Go-getters often show a track record of promotions, difficult projects, and recognition for performance. Look for patterns that indicate ambition and drive, such as:
- Leading cross-functional teams early in their career.
- Taking on stretch assignments.
- Receiving awards or recognition for exceptional contributions.
6. Ask about the most significant accomplishment
Ask candidates to walk you through what they consider their most important achievement. Pay attention to how they analyzed the situation, built a plan, and executed it.
The details reveal not only technical ability but also leadership potential, collaboration, and decision-making style.
7. Avoid making decisions based on first impressions
First impressions can be misleading. A candidate who seems nervous at first may actually be a top performer, while someone who comes across as confident might lack competence.
Delay making a judgment until you have thoroughly reviewed their skills, experiences, and responses.
8. Focus on candidate experience
Remember, interviews are two-way. Candidates are evaluating your organization as much as you are evaluating them. They look at leadership quality, culture, benefits, and growth opportunities.
Ensure hiring managers and interviewers spend time addressing these factors and positioning the role as a career opportunity. A strong candidate experience improves employer brand and helps close top talent faster.
9. Use pre-employment skills testing to save time
Traditional interviews can be lengthy and subjective. Pre-employment skills assessments help filter candidates before they reach the interview stage, saving time and improving accuracy.
By using platforms like iMocha, you can:
- Evaluate technical and soft skills across 3,000+ roles.
- Shortlist only qualified candidates.
- Provide a fair, data-driven evaluation process.
This ensures hiring managers spend interview time on the best-fit candidates, improving both efficiency and quality of hire.
Final Thoughts
Hiring the right candidate determines not only team performance but also the long-term success of your organization. By following these 9 interview best practices, hiring managers can conduct fairer, more effective interviews while improving candidate experience.
With iMocha’s AI-powered skills assessments and talent analytics, you can back your decisions with data and make every interview count.
Happy interviewing, and happy hiring!
FAQs
1. Why are structured interviews important for hiring managers?
Structured interviews reduce bias, create consistency, and ensure every candidate is assessed on the same criteria. This makes hiring decisions more objective and reliable.
2. What are the best types of interview questions to ask candidates?
Behavioral and situational questions provide better insights than generic or outdated ones. They help reveal how candidates approach problem-solving, learning, and teamwork.
3. How can hiring managers avoid unconscious bias during interviews?
Delaying decisions until after a complete review, using structured scoring rubrics, and incorporating skills assessments help minimize bias in the hiring process.
4. What role does candidate experience play in successful hiring?
Candidate experience impacts employer branding and offer acceptance rates. A positive experience increases the chances of attracting and retaining top talent.
5. How do pre-employment skills assessments improve interviews?
Skills assessments ensure only qualified candidates reach the interview stage. This saves time for hiring managers and creates a data-driven approach to candidate evaluation.
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