Leadership Lessons – Interview Etiquette for Hiring Managers

In a candidate short recruitment market, it’s not uncommon for candidates to decline job offers. In fact last year we saw a huge increase in the rates of offer declines.

There’s a multitude of reasons why firms might not be able to entice talented candidates to join their ranks, but in today’s article we want to take a moment to help you make sure that people you meet at interview haven’t written your firm off before you even get to the offer stage. We know the onus is on them to showcase their skills, qualifications and experience as a talented accountant, but if you give them a bad first impression about your firm or come across as disinterested or poorly prepared, it’s likely that you’ll be wasting your time and that of the candidate sat in front of you.

So, if you’re in charge of filling empty seats at your firm’s desks, it’s important that you make sure you’re getting every single stage of your hiring process right. We hope you find this interview etiquette article useful and it ensures that when you encounter candidates who you know would make a great hire, they also know you’ll be a great employer.

1. Be punctual

Punctuality in interviews is crucial. Starting and finishing interviews on time demonstrates respect for candidates’ schedules, reflecting positively on the company’s culture and values. It also showcases the hiring manager’s organisational skills and commitment to efficiency. Running late can create undue stress for candidates, potentially impacting their performance. Conversely, ending interviews promptly reflects professionalism and consideration for everyone’s time. Consistent adherence to timelines during the hiring process enhances the employer brand, attracting top talent who appreciate a well-managed and respectful recruitment experience.

2. Arrive prepared

3. Watch out for unconscious bias

Vigilance against unconscious bias during interviews is critical to ensure fair and objective candidate evaluations. Unconscious biases, stemming from implicit stereotypes or assumptions, can inadvertently influence decisions, leading to discriminatory outcomes which will obviously result in great candidates declining offers (and/or a claim for discrimation!). Recognising and addressing these biases is crucial for promoting diversity and inclusivity within the workplace.  Implementing structured interview processes  and undertaking diversity training will ensure that great accountants have a good and fair interview experience.

4. Minimise distractions

A focused environment allows hiring managers to fully engage with candidates, understanding their qualifications and experience and properly realising potential. Distractions, whether technological interruptions or external noise, can hinder effective communication and impede the interviewer’s ability to gather a true understanding of how suitable an accountant might be for their firm.  Candidates, in turn, feel valued and respected and leave the interview with a positive impression of the employer.

5. Converse, don’t interrogate

Engaging in a conversation rather than conducting an interrogation during interviews results in a more authentic and productive exchange. A conversational approach establishes rapport, putting candidates at ease and encouraging them to showcase their true selves. This open dialogue supports hiring managers to glean valuable insights into a candidate’s personality, communication skills, and cultural fit, beyond mere technical qualifications. It creates a collaborative atmosphere, enabling both parties to assess mutual compatibility. By embracing a conversational style, managers not only glean more accurate assessments but also contribute to a positive candidate experience, enhancing the company’s reputation and attracting top talent.

6. Leave time for questions

A good interview will always allow time for topics to be explore in more detail and for candidates to dig a little deeper into the employers values and ethics. Allowing sufficient time for some two-way communication demonstrates a company’s commitment to openness and collaboration, influencing the candidate’s perception of the organisation which crucially means they are more likely to accept an offer should things get to that point. And, let’s not forget that answering queries enhances the candidate’s understanding of expectations, reducing potential misalignments post-hiring. By encouraging questions, hiring managers not only empower candidates to make informed decisions but also signal a commitment to mutual respect and communication, a win-win!.

7. Feedback and make your decision promptly

This one is absolutely critical and stems from the single biggest cause of declined offers that we saw in 2023. If you’re hanging on to see if someone better comes along, you’ll almost always lose out on the candidate.