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Improving Interviews: Interview & Candidate Packets

A Little Prep Can Boost Your Success

Improving interviews is something of a passion for us – we talk about it a lot. This month we’d like to focus on two underused employer tools that improve performance on both sides of the interview desk.

Interview Packet

In a zero unemployment industry, it’s maddening to see employers lose quality candidates over a lousy interview. To keep your interviews consistent, on-task and effective, create an interview packet for your hiring team.

An interview packet should contain everything needed to run a successful interview. Consider including some of the following:

• Your company’s interview guidelines help interviewers avoid asking unethical or illegal questions.
• The job description gives the interviewer the specific list of requirements and preferences for this role.
• A list of common interview questions keeps the conversation on track while improving consistency and thoroughness.
• A few rating scales on professional and interpersonal skills help your team compare candidates.
• The candidate’s resume refreshes the interviewer on the candidate’s history and specific skills.

Creating your first interview packet is an opportunity to review or create your company’s guidelines, best practices and overall interview process. Use this project to consolidate your hiring managers’ experience and advice to improve everyone’s interviewing skills.

Candidate Packet

When candidates have their pick of employers, how do you stand out, keep them engaged, see them at their best and weed out the unmotivated? Send them a candidate packet when you schedule their first interview. And – most importantly – deliver on what you promise.

A candidate packet should give a clear guide for your interview process. Consider including some of the following:

• A brief company overview establishes your credibility and highlights your top selling points. Excited candidates are motivated candidates.
• An interview roadmap shows the path from first interview to offer, setting clear expectations. Candidates are reassured and impressed when they know there’s a plan.
• A candidate FAQ answers common questions before they’re asked, letting you skip past the basics in the interview, itself.
• A list of expectations sets your candidates up for success when it comes to your company’s culture, dress code, or any other variable standards or values.
• A basic interview prep checklist guides and reassures nervous candidates, letting you assess them at their best.
• A contact list encourages communication and ensures that your candidates know who to reach out to at every step.

As with the interview packet, making a candidate packet is an opportunity to lay out your whole interview process and make improvements. If you need more motivation, candidates receiving this packet will be impressed by your planning and organization. They will be better prepared and less likely to ghost or slip through the cracks. Moreover, candidates who don’t take advantage of this gift wrapped information are telling you a lot about their motivation, work ethic and attention to detail.