How To Conduct A Successful Interview - Top Tips for Employers

Recruitment is really competitive! When changing jobs, most people want to interview with more than one company, so they feel they have really thought through their next move – particularly in the current candidate short market. Architecture is a tight-knit community and practices are being compared and talked about with peers, colleagues and more. Clients need to be aware that candidates are now essentially interviewing them, just as much as you are interviewing the candidate. Also, candidates can decline a role for a lot of reasons, but often this can be due to a poor interview experience.

Misty is sharing her expertise on what employers need to consider when they’re looking to hire – and how to make sure that everyone who interviews at your company walks away wishing they were offered a role, even if they’re not the right fit. See her top tips below.

Top Tips:

1. Chose your panel carefully: not only does the panel need to be diverse and inclusive, it helps to include at least one attendee that has good people skills and charisma. Also, if you’re trying to attract a good designer – we’d suggest having one of your design team on the panel. Good people attract good people.
2. Be prepared: ‘Selling’ to the candidate is as important as ever and is best done by actively listening and showing interest in their portfolio rather than just talking at them. Making eye contact whilst speaking to a candidate is also key – particularly if you’re doing a video call.
3. Be structured: If you’re short on time, ensure that you’re being as efficient as possible to maximise the time that you do have. Also, make sure they know you’ve already had a good look at their portfolio and CV ahead of time and have a good understanding of it. Finally, it’s ideal if one person from the first interview is present for the second for familiarity and structure.
4. Be honest: Make sure you give details about the role, what it includes and the workload – try and be as realistic as possible here to give the candidate the full picture. Also offering to introduce them to others in the studio is great for transparency.
5. Be kind: Most likely, candidates are going to be nervous – allow them time to warm up. Successful or not, be sure to give them constructive feedback in a timely manner as the waiting process can be stressful. Candidates will be checking their phone and emails waiting for their feedback.
6. Be aware of unconscious bias: People tend to hire people that are similar to themselves – but you need to keep an open mind. Practices should be encouraging Unconscious Bias training for staff members, especially if they are going to be interviewing new employees. This is also why it’s better to have diversity of interviewees rather than just one person.
7. Be careful: The entire interview process should be a positive, thought-out experience. From reception to interview room - every touch point that the potential new employee comes in contact with should showcase your studio and make them want to work there.
8. Consider your interview questions: When choosing your interview questions, be cautious as questions about marital status, age, country of birth and children are discriminatory and illegal.
9. Keep your brand consistent: Whilst your website and job adverts may showcase your brand and culture – an interview will show more about your real culture and the way you engage with a candidate will have a big impact on their decision. Everything from interview feedback, to offer letter will highlight your company culture, so it needs to remain consistent throughout.
10. Flexibility: This is a key competitive focus post-pandemic. Candidates are looking for flexibility and a high-trust environment, which ideally will include start and finishe times and a flexible work schedule. Offering this will attract more candidates.