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Interviewing from start to finish: a guide for hiring managers

Addison Group
Whether you’re hiring your first role or your hundredth, a strong interview process helps you make smarter hiring decisions. 

Hiring the right person starts long before the interview begins and continues after it ends.  

Whether you’re hiring your first role or your hundredth, a strong interview process helps you evaluate candidates more effectively, create a better candidate experience, and make smarter hiring decisions.  

Here we break down what to do before, during, and after the interview so you can hire with clarity and confidence.  

Before the interview: set the stage for success 

A successful interview starts with thoughtful preparation. This step is too often rushed or skipped, but it’s where the biggest improvements can be made.  

  1. Define the role and success criteria  

Before you begin meeting candidates, make sure what you’re hiring for is crystal clear. 

  • What skills and experience are must-haves vs. optional? 
  • What does success look like in 30, 60, and 90 days? 

Using a hiring scorecard or a structured rubric aligned with the job requirements can help reduce bias and help interviews stay on track. Companies who use structured assessments are more likely to hire top performers and less likely to rely on gut feeling alone.  

  1. Train your interview team 

Every interviewer should understand the role, the interview format, and their specific responsibilities. This ensures consistency and avoids overlapping questions or confusion.  

Make sure your interviewers are trained in compliance and bias awareness, especially in relation to EEOC guidelines. Structured and standardized interviews improve fairness and can lead to more predictive hiring decisions.  

  1. Plan the interview flow 

Prior to an interview, you should decide: 

  • Who’s interviewing the candidate? 
  • What format are you using (virtual, in-person, panel)? 
  • What competencies or questions will each interviewer focus on? 

Providing candidates with a clear agenda in advance enhances their experience and preparedness, which leads to more meaningful conversations.  

During the interview: focus on consistency and connection 

  1. Create a comfortable environment  

A positive candidate experience doesn’t just reflect well on your brand; it helps people perform at their best.  

Starting with small talk to break the ice allows the candidate to feel at ease. Follow by clearly explaining the interview format and give them a chance to ask questions at the end. According to LinkedIn’s Global Talent Trends report, candidates say that the interview experience is the most important part of the hiring process.  

  1. Use behavioral interviewing techniques  

Behavioral questions – those that prompt candidates to describe how they’ve handled real situations – are more effective predictors of future performance than hypothetical ones.  

For example: 

“Tell me about a time you had to influence a stakeholder who disagreed with you. What was the situation and how did you handle it?”  

This method is grounded in the principle that past behavior is the best predictor of future behavior.  

  1. Stick to the scorecard 

As you listen, score candidates in real-time based on predefined criteria. This minimizes recency bias and allows you to make comparisons that are both fair and data- driven.  

Avoid relying on “culture fit” as a catch-all metric unless you’ve defined what that means in terms of values and behaviors. Otherwise, it can lead to unconscious bias.  

After the interview: evaluate and act 

  1. Debrief quickly and objectively 

Gather feedback as soon as possible after the interview – ideally within 24 hours. Delays can lead to memory gaps and biased decision-making.  

Gather the interviews and hold a short debrief to: 

  • Compare scorecards 
  • Align on impressions 
  • Surface any red flags or standout strengths 

Make sure one person owns the final decision process to avoid groupthink or indecision.  

  1. Communicate properly with candidates  

Whether you’re moving forward or not, follow up promptly. A lack of communication is one of the top reasons candidates lose interest in a company. 78% of candidates say the overall candidate experience is an indicator of how a company values its employees.  

A thoughtful rejection email or a brief feedback summary goes a long way toward building your employer brand.  

  1. Reflect and improve 

Once a hire is made (or even if one isn’t), take time to evaluate what went well and what could use some improvement.  

  • Did the interview questions uncover the right competencies? 
  • Was the process efficient? 
  • Did your team provide a strong candidate experience? 

This kind of reflection helps continuously refine your approach and improves outcomes with every hire.  

Interviewing isn’t just about assessing candidates, it’s about aligning your team, protecting your brand, and making informed, confident decisions. When done right, it can be a powerful competitive advantage.  

Looking to hire new talent for your team? Addison Group can help. For more than 20 years, our expert recruiters have been matching qualified candidates with top companies. Let’s talk about how we can find you talent that fits, not just what’s available.