[Hiring Manager Interview Guide - 1]

Plan and Lead with Purpose

From interviews to real-time decisions, here is how to run a confident, fair, and engaging interview.

Why This Matters

Hiring is not just about asking the right questions, it is about understanding what you really need, creating a good candidate experience, and staying flexible when things do not go as planned. Candidates are preparing thoroughly. They are evaluating your role, your team, and your leadership style. The way you conduct the interview is part of what they are “interviewing” too.

Get Clear (Even If the JD Isn’t Perfect) You do not need a perfect job description to run a great interview, you need clarity on impact. Before you interview, ask yourself: What skills or experience are absolute must-haves? What are nice-to-haves that can be learned or supported? What outcomes do you expect from this role in 6-12months? ​ If you are unsure, talk to your recruiter. They can help clarify expectations, benchmark against the market, and avoid mismatches early on.

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​Reminder: Perfect candidates rarely exist. Look for potential, not perfection.

Structure Your Time (Without Overcomplicating It)

A basic structure keeps you focused, helps avoid bias, and gives every candidate a fair chance while allowing flexibility.

Open Structure – You Set the Tone

A simple, thoughtful start helps candidates reax and engage better.

Try:

“Thanks for joining. How is your day going so far?”
“Here’s how we’ll use our time together today …”
“I’ve reviewed your CV, but I’d love to hear how you describe your current role”

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Virtual Tip: Ask where they’re joining from or if they have had many interviews recently, it breaks the ice.

Ask Questions That Go Deeper

Go beyond the CV. You want to uncover how someone thinks, communicates, and solves problems. Not just what they have done.

Focus on:

• Decision-making and adaptability

• Team dynamics and communication style

• Cultural alignment and growth mindset

• How their strengths complement your existing team

Example:

“Tell me about a time when things didn’t go as planned. What did you do?”
“What motivates you to do your best work?”

Be Flexible in Real Time

Not every interview will go according to plan. That’s okay.

Candidates remember how they were treated, especially in “no” situations.

 

Keep Bias in Check (Simply and Naturally)

Bias happens fast and unconsciously. Watch for:

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Preferring confident speakers over thoughtful ones Leaning toward people who remind you of yourself Being swayed by one strong (or weak) moment early on

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Quick self-check: Would I react the same way if someone else gave this answer?

If in doubt, ask your recruiter to help you sense-check. They often spot patterns across candidates and can provide neutral input.

Represent the Brand (Without the Sales Pitch)

Whether you realise it or not, you are showing candidates what it is like to work here.

You are representing:

• Your team’s culture

• The company’s values

• The role’s potential and career path

What is EVP? Your Employer Value Proposition is what your company offer in return for the candidate’s time, talent, and trust – growth, support, talent, and purpose.

Pro tip: Share this naturally. “What I enjoy here is …” goes further than any pitch.

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Quick Interview Readiness Checklist: ​ ✔ I’m clear on what success in this role looks like ​ ✔ I’ve planned a basic structure that fits the time ​ ✔ I have a few thoughtful, open-ended questions ​ ✔ I know how to adapt if the interview is too short or too long ​ ✔ I’m ready to represent the company fairly and authentically ​ ✔ I know when to involve my recruiter for support or feedback ​

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​Looking to expand your team?