Tips for conducting (more) effective job interviews:

In a competitive job market for legal talent, interviews play a crucial role in persuading candidates to choose your company’s legal department over other opportunities.

Whilst it used to be the case that the candidate had to prove their value and it was their job to convince the company, today’s job market is more candidate-driven and job interviews have become increasingly balanced: now, companies also have to persuade candidates and sell themselves to potential employees; highlighting their company culture, benefits and (growth) opportunities,…

Whether in the shape of an in-person interview or on-line, this is likely the first interaction between a candidate and your organization. Hence, it is essential that you make a good impression. A well-conducted interview can make the difference, demonstrating that your organization is professional, well structured, and cares for its employees.

As a niche legal recruitment agency, we engage with candidates on a daily basis. Over the past 20 years, we have built relevant expertise by conducting and following countless interviews, and we are happy to share what we have learned.

1. Be prepared: Before the interview, make sure you have knowledge of the candidate's background, experiences and qualifications. Not only will this prove that you are serious about the recruitment process, but it will also help you ask informed and relevant questions.
    
2. Create a welcoming environment: Through a comfortable, clean, and professional interview location. Initiate the interview on time. This may make the candidate more at ease and show that you value their time and comfort.
    
3. Explain the company culture: During the interview, take the time to explain your company culture and unique selling points. This may help the candidate to understand and determine whether your company is a good fit.
    
4. Ask the right questions: Focus on open-ended and behavioral questions so as to obtain a  deeper understanding of the candidate's skills, experiences and reactions. Avoid asking questions that are too personal or inappropriate.
    
5. Be transparent: Be honest about your expectations and about responsibilities as well as potential challenges. This will allow the candidate to better understand the function and make an informed decision. This will also – for both sides – avoid disappointment in the longer term.
    
6. Sell your company: Emphasize the benefits of working for your company, for example – amongst many others – opportunities for growth and development, a supportive work environment, and competitive compensation and benefits.
    
7. Listen actively: Attentively listen to the candidate's needs, concerns, and questions. Address them directly and provide relevant information. Avoid any distractions, as this may convey disinterest.
    
8. Show enthusiasm: Your energy and enthusiasm about the role and company will likely be contagious, and may conduct the candidate to feel more confident in their decision to join your team ultimately.
    
9. Be flexible: Be open to negotiating certain aspects of the role, such as working hours or benefits, to accommodate the candidate's needs. This could help you achieve common ground and make the offer more attractive.
    
10. Show appreciation: Be grateful for the candidate's time and interest in the company. After the interview, communicate the next steps and timeline in a clear and concise manner, so as to manage expectations. Even if you do not wish to proceed with this candidate.
     
11. Follow up: After the interview, shortly follow up with the candidate, providing feedback and informing them of the status of their application. This demonstrates that your company respects their efforts, and keeps the lines of communication open.

Following these tips will support your company in building a winning recruitment process. Interviews that will be both informative and convincing to your candidate, will not only increase your chances of securing top talent but it will also help to develop a strong and attractive employer brand.