Just like my blog titled ‘My Interview Tips for a Candidate’ I’m not looking to teach anyone how to suck eggs, this is from my experience and candidate feedback from interviews I’ve arranged.

Remember as well, the interview is as much about the candidate as it is about you, which leads me to…


Gone are the days of drilling a candidate and barely selling your company. It is also becoming less often that a candidate will get tested on their abilities for hours on end. By all means, throw a few example scenarios out there and see how they would deal with them (and they will be under pressure as it is in front of their potential new employer) but don’t expect a candidate to react well to a 4-hour test.

However, do expect a candidate to be more interested in the whole interview process. This is becoming more and more a candidate-driven market. With a shortage of skillsets, candidates have a plethora of choices when it comes to joining a new company. Therefore, leave more time for a candidate to ask you questions.

I advise thinking of some questions that you would ask a potential new employer if you were to go for an interview and answering them based on selling your company and the position in question.


As you probably are aware, this industry can be a lot smaller than it seems. There always seems to be some sort of connected people that you wouldn’t have put together.

It is important to remember that you are representing your company and also yourself as a line manager. Stay professional at all times (you don’t have to be a robot about it) and act in an open manner. This is even if the candidate is not for you, or if you have got the impression that you are not for them.

Also if bad feedback from the candidate gets back to your Recruiter, it is less likely that they will want to represent any further candidates for interviews with you.


I generally find that it is best practice to leave the ‘money talk’ to the Recruiter. It is fine to ask the candidate to outline their current package details, however getting into a negotiation in an interview can throw people off course.

Remember that your Recruiter will be looking for the best match for your budget and the candidate’s expectations, so leave the negotiations to them.


Once the interview is over let the candidate know what your plan of action is. You don’t have to tell them that they have the job or they’ve qualified for the second interview stage, but it is always good to let them know a time span in which you will get back to your Recruiter.

It is likely that you will have to have some conversations internally but try and keep this time span to a maximum of 1 week. As referred to in the section ‘50/50’, these candidates have more of a choice. The longer you leave it, the likelihood is that they would have secured something else.

I hope this helps, and if you as a client currently have any recruitment requirements then please feel free to get in touch.

020 7340 9007 / a.cook@cgsr.uk.com


Andy Cook

Owner & Director

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