Hire Smarter, Not Harder: Interview Tips for Hiring Managers

Hire Smarter, Not Harder: Interview Tips for Hiring Managers 

Hiring the right person means more than just checking off skills on a CV. It's about finding someone who connects with your company's values, brings energy to your team, and has the potential to grow with you. At Success Recruit, we know interviews are your chance to see a candidate's mindset and motivation, and how well they'd fit the role and your culture. 

But sometimes, interviews don't quite hit the mark. Candidates might leave feeling unheard, and you might not get the full story. 

That's why we've put together this guide with practical tips to help you get more out of your interviews and make smarter hiring decisions.  

1. Be prepared 

Preparation is key. Walking into an interview without reviewing the candidate’s background shows a lack of professionalism and wastes time for both parties. 

Why it matters: Being prepared shows respect, builds rapport faster, and allows you to ask tailored and relevant questions. 

Actionable tips: 

• Draft tailored questions based on the job description AND their background. 

• Review your company’s core values and check how you’ll assess alignment 

• Print or create a scorecard to track responses objectively and avoid relying on gut feeling 

• Block out at least 30 minutes before the interview to review their CV, cover letter, and LinkedIn profile 

• Highlight 3–5 areas of their experience you want to dig into (e.g., gaps, achievements, role transitions) 

🧠 Fact: Structured interviews are more predictive of job performance than unstructured ones. 

2. Create a comfortable environment 

Interviews can be nerve-wracking even for experienced candidates. The more comfortable they feel, the more honest and engaged their answers will be. 

Why it matters: Creating a welcoming environment encourages candidates to bring their full selves to the table. 

Actionable Tips: 

• Offer water or a moment to settle in before starting 

• Be friendly but professional - you’re representing your brand 

• Clearly explain how the interview will run and how long it will take 

• Greet the candidate warmly, whether on Zoom or in person, and thank them for their time 

• Begin with a soft question like “What made you apply for this role?” to ease into the conversation 

😊 Pro Tip: A calm candidate = more considered answers = better insights for you. 

3. Ask the right questions 

How you frame your questions impacts the quality of responses you’ll get. 

Why it matters: Good questions lead to deeper insight, clearer evidence, and stronger comparisons between candidates. 

Actionable Tips: 

• Avoid closed-ended or vague questions like “Are you a team player?” 

• Use the STAR technique to guide your questions: Situation, Task, Action, Result. 

• Prepare a balanced mix of: 

• Behavioural questions (e.g., “Tell me about a time you dealt with conflict at work.”) 

• Situational questions (e.g., “How would you manage multiple deadlines with limited resources?”) 

• Follow up with “What would you do differently next time?” or “What was the outcome?” to get more detail 

💬 Example: Instead of asking, “Have you led a team?” ask, “Tell me about a time you had to lead a team under pressure and what was the result?” 

4. Listen more than you speak 

Interviews should give candidates space to express themselves, not feel like an interrogation. 

Why it matters: If you're doing most of the talking, you’re not learning anything new. Interviews are your chance to observe, not dominate. 

Actionable Tips: 

• Stick to the 70/30 rule: candidates should speak 70% of the time 

• If you're unsure, say “Tell me more about that” instead of jumping in 

• Take notes and maintain eye contact or verbal nods to show you're listening 

• Don’t interrupt even if the silence feels awkward, it often prompts candidates to share more 

👂 Listening shows respect — and helps you pick up on the details that matter. 

5. Allow Time for Candidate Questions 

A great candidate will come prepared with thoughtful questions — so give them space to ask. 

Why it matters: Their questions tell you what they care about — culture, leadership, growth, flexibility — and how much research they’ve done. 

Actionable Tips: 

• Set aside 10–15 minutes at the end of every interview for their questions. 

• Invite open discussion with: “What would you like to know about us?” 

• Take note of what they ask — are they surface-level or insight-driven? 

• Be transparent — don’t sugar-coat challenges or potential roadblocks in the role. 

🤝 Two-way interviews build trust, and trust attracts top talent. 

6. Be transparent about next steps and offer feedback 

Too many businesses ghost candidates. That’s not how you build a reputable brand. 

Why it matters: Clear communication boosts your employer’s brand and helps candidates feel valued, even if they’re not successful. 

Actionable Tips: 

• Stick to your timelines: if there’s a delay, send a quick update 

• Always offer feedback, especially if they’ve reached the final stages 

• Be honest about your process and when they can expect to hear back 

• End the interview by explaining the next stage: e.g., second interview, task, or final offer timeline 

• Use a feedback framework like “Strengths – Areas for Development – Culture Fit” to keep it constructive 

📢 Fact: 94% of candidates want feedback after interviews, but only 41% get it. 

7. Be Aware of bias 

Everyone has unconscious bias but unchecked, it can cloud your judgement and hurt diversity. 

Why it matters: Bias leads to poor hiring decisions and limits the diversity of your team which affects creativity, performance, and retention. 

Actionable Tips: 

• Partner with a second interviewer to offer balance 

• Ask the same core questions for each interview round 

• Regularly refresh your training on inclusive hiring practices 

• Use a scorecard for every candidate to maintain consistency 

• After each interview, reflect: Am I judging this person based on fact or feeling? 

📊 Fact: Diverse teams are 35% more likely to outperform their competitors. 

8. Take notes and reflect 

Your memory isn’t enough especially when interviewing multiple candidates. 

Why it matters: Clear documentation allows you to compare fairly, refer later, and back up your decision if questioned. 

Actionable Tips: 

• Score each response using your prepared criteria 

• Jot down first impressions, key responses, and any concerns 

• Block 5–10 minutes after each interview for personal reflection 

• Don’t let one strong answer overshadow weaker areas look holistically 

• If others are involved, share your notes and invite discussion before deciding 

📝 Documenting responses keep your process fair, measured, and professional. 

Take time to get it right 

Hiring isn’t about making a snap decision, it’s about taking the time to get it right. 

A successful interview isn’t a box-ticking exercise; it’s an opportunity to connect, assess, and align. When you prepare properly, ask meaningful questions, and create a respectful and structured environment, you’re far more likely to identify candidates who will stay, grow, and thrive in your team. 

Hiring managers, it’s over to you... 

 ❓Are you confident in your current process? 

❓Are your interviews uncovering the best talent? 

 ❓Are you losing out on great candidates due to gaps in your interview structure? 

Let’s fix that. 

At Success Recruit, we help hiring managers build smarter, more strategic interview processes that take the guesswork out of hiring. 

💬 Ready to interview with purpose, not pressure? 

 Let’s chat 📞 Call us now: 01245 409839 or book a free consult: https://bit.ly/3QjfezR