How to Interview: Advice from a Recruitment Firm
Hiring the right person for your business is one of the most valuable investments you can make. A well-executed interview process doesn’t just help you find the best candidate—it ensures they’re the right cultural and professional fit, making them more likely to stay and thrive in your organisation.
However, it’s important to remember that interviews are a two-way street. Just as you are assessing candidates, they are evaluating your company, leadership, and team. The way you conduct interviews can significantly impact whether top talent chooses you over a competitor.
At Bold New Recruitment, we work closely with SMEs to perfect their hiring process. Below, we share expert insights on how to conduct an effective interview, avoid costly mistakes, and ensure your business attracts the best people.
1. The Hidden Cost of a Poor Interview Process
A bad hire is expensive—not just financially but also in terms of time, morale, and reputation.
Financial Impact: The cost of a bad hire in the UK can exceed £30,000, once recruitment fees, onboarding, training, lost productivity, and severance are factored in.
Reputational Damage: Candidates who have a poor experience during the hiring process may share their views on Glassdoor or LinkedIn, making future recruitment harder.
Team Disruption: A wrong hire can lower morale, frustrate high-performing employees, and require extra management time.
💡 The solution? A well-structured and engaging interview process that ensures you hire right the first time.
2. Know Exactly What You’re Looking For
Before interviewing candidates, clarify what success looks like in this role:
✔ Key responsibilities – What will they be doing daily?
✔ Non-negotiable skills – What’s essential, and what can be trained?
✔ Cultural fit – What kind of person will thrive in your company?
A vague job spec leads to misaligned expectations. If you can’t clearly articulate what you need, the right candidates won’t be able to see themselves in the role.
3. Structure the Interview Process for Fairness & Consistency
A structured interview process improves decision-making and helps ensure a fair, professional experience. We recommend:
Stage 1: Initial Screening (15-20 minutes, phone or video)
Assess their motivation and basic fit.
Ask about their career goals and what they want in a role.
Stage 2: In-Depth Interview (45-60 minutes, face-to-face or virtual)
Evaluate technical skills, culture fit, and problem-solving ability.
Use behavioural questions (see below).
Stage 3: Final Stage (if applicable)
A practical task, case study, or informal team meet to assess work style.
📌 Pro Tip: Standardised scoring (rating candidates on key criteria) reduces bias and ensures fairness.
4. The Candidate is Assessing You Too
The best candidates are not just looking for a job—they’re looking for the right employer.
💡 Candidates will be evaluating:
✔ Your company culture – Is this an environment where they’ll thrive?
✔ Career growth opportunities – How will they develop professionally?
✔ Leadership credibility – Do they respect the people they’ll be working for?
They will come prepared with sharp questions, such as:
“How does this role contribute to the company’s bigger picture?”
“What are the biggest challenges the team is facing?”
“Why do you enjoy working here?”
🔹 Be transparent. Be authentic. Avoid overselling the role—candidates appreciate honesty about both opportunities and challenges.
5. Ask the Right Questions
A well-crafted question allows candidates to demonstrate their strengths rather than just reciting their CV.
Competency-Based Questions (For Experience & Problem-Solving)
✔ “Tell me about a time you had to manage a difficult client—how did you handle it?”
✔ “Give an example of when you had to solve a problem creatively.”
Culture-Fit Questions (For Team Compatibility)
✔ “What kind of work environment brings out the best in you?”
✔ “Tell me about the best manager you’ve ever had—what made them great?”
Avoid Generic or Leading Questions
❌ “Where do you see yourself in five years?” (You’ll likely get a rehearsed answer.)
❌ “Do you work well under pressure?” (Most people will just say yes!)
Instead, focus on real-life examples and situational judgement.
6. Create a Positive Interview Experience
A poor interview experience can cost you a great candidate—even if they were originally interested.
💡 How to Improve the Candidate Experience:
✔ Be punctual & prepared – Your professionalism sets the tone.
✔ Listen more than you talk – Aim for an 80/20 balance in the candidate’s favour.
✔ Encourage open dialogue – Let them ask questions and show genuine interest.
✔ Provide a realistic job preview – Don’t sugar-coat the role; be honest about the challenges.
A great experience strengthens your employer brand and encourages positive word-of-mouth—even from candidates you don’t hire.
7. Sell the Role (Without Overpromising)
Candidates with strong skills often have multiple offers. If you want to attract the best, you need to sell the opportunity authentically.
✔ Show your vision & culture – Why is your company a great place to work?
✔ Be honest about challenges – This builds trust and credibility.
✔ Highlight growth potential – How will this role evolve over time?
📌 Pro Tip: If you don’t provide enough insight into why your company is a great place to work, you risk losing top candidates to competitors who do.
8. Don’t Rely on Gut Instinct Alone
While intuition plays a role, it shouldn’t be the sole deciding factor.
✔ Use scorecards – Compare candidates objectively using a structured rating system.
✔ Get multiple perspectives – Involve another team member in the process.
✔ Assess for culture fit—but avoid hiring clones – Diversity of thought drives innovation.
A structured approach helps reduce bias and ensures the best person for the role is hired—not just the most likeable candidate.
9. Follow Up & Move Quickly
Top candidates don’t wait long for offers. If you find someone great, don’t delay.
✔ Communicate promptly – Keep candidates informed throughout the process.
✔ Make a competitive offer – Ensure your salary and benefits reflect market trends.
✔ Provide clear next steps – Outline the onboarding process to maintain engagement.
If you take too long to decide, the best candidates will accept other offers—leaving you to start the process all over again.
10. Don’t Skip Background Checks & References
Even the most impressive candidates on paper and in interviews need verification. A strong background check process ensures that your final hiring decision is based on facts, not just impressions.
✔ References Matter – Speak to at least three previous employers or managers to confirm skills, reliability, and work ethic. Ask specific questions like, "Would you rehire this person?" and "How did they handle challenges?" rather than generic ones. We would email each reference asking a specific number of questions and then also follow up with a telephone call. People are far more open when talking and reticent to commit any negative point to paper.
✔ Right to Work & Background Checks – Ensure the candidate has the legal right to work in the UK and conduct criminal record (DBS) checks if required for the role.
✔ Qualifications & Experience Verification – Some candidates exaggerate their experience, so always confirm key qualifications and previous job titles.
Skipping these checks can lead to costly hiring mistakes. A final verification step safeguards your business and ensures that the person you’re hiring truly meets the standards you need.
Final Thoughts
A well-run interview process is an investment—not just in hiring the right candidate, but in strengthening your company’s reputation and success.
By conducting structured, engaging, and transparent interviews, you ensure that both parties walk away feeling confident about the next step.
At Bold New Recruitment, we support SMEs in hiring smarter, not harder. If you’d like to refine your recruitment process, get in touch today.
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