After spending hours sourcing the right candidates, reviewing resumes, and juggling calendars (unless, of course, you’ve hired JobSnob to take all of those steps off of your plate), you’re finally ready to start interviewing candidates. Whether you’re ready to start meeting candidates in person or via Facetime/Skype/Zoom, the goal is to find the best match for your team. Here are JobSnob’s top tips to ensure you ask the right questions, stay out of any legal grey areas, and provide the best possible candidate experience.

1. Respect candidates’ time

Most candidates use PTO to take time off of work, coordinate their schedule, and spend a considerable amount of time and effort preparing for their meeting with you. Make sure that their effort is matched with the same level of respect and professionalism. When employers treat an interview as a low priority, reschedule at the last minute, or come across as not being 100% focused, it is a poor reflection of the practice. Keep in mind that while you and your team may have an unimaginable workload and are limited on time, the reason you are interviewing is to help carry that load. Whether you’re hiring the next great leader of your company or part-time support staff, make sure candidates feel valued and appreciated during the entire process.

2. Don’t get too casual

When the right candidate comes along, small talk can flow easily. While casually chatting about certain topics such as family life and weekend plans may seem harmless, these topics can lead to crossing the legal line. To avoid any discrimination, the Equal Employment Opportunity Act prohibits all questions pertaining to:

• Age
• Race
• Ethnicity
• Color
• Gender
• Sex
• Sexual orientation or gender identity
• Country of origin
• Birthplace
• Religion
• Disability
• Marital status
• Family status
• Pregnancy
• Salary history (in some states)

These may seem like no-brainers, but sometimes even the most seemingly harmless topics can turn into a liability for your practice or company.

3. Ask the right questions and stay consistent

Plan the questions you need to ask in order to make the best hire for your practice, and do not stray from those during the interviews. When it comes to salary, ask what the candidate is looking to make in the next role rather than what they are currently earning or have earned in the past. Stay focused on the qualities needed to be successful in that position and ask questions that allow candidates to share examples of how their skills and experience match those needs.

4. Be transparent with expectations

One of the most common reasons new hires don’t succeed results from a lack of transparency during the interview process. Be upfront with the candidates on not only what’s great about the position and your organization, but what the true challenges are. Make sure to sell candidates on potential career opportunities and other benefits of the role while also being honest about anything that may not be a “perk”, like extra hours needed during onboarding or times of the year when the workload increases. Candidates who go into a new position with eyes wide open are happier and more likely to succeed.

5. Celebrate the right hire

Welcome new employees to the practice with a warm email and/or live introduction. Make sure everyone on the team takes time to make the new hire feel welcome and encouraged. Be prepared with a clear onboarding process and support needed during training. Extra time spent building a solid foundation is well worth the investment for years to come.