Welcome candidates and make them feel at ease. Introduce yourself and fellow interviewers. Begin with basic interview questions (e.g. “Why are you interested in this position?”) and continue with more involved ones (e.g. “Tell me about a time when you had to face an irate customer.”) Discuss the role and answer candidates’ questions. Pitch your company by describing its values, benefits and why the candidate should consider working for you. Give candidates a tour of your workplace or introduce them to your team, if appropriate. How do I set up an interview? Recruiters often schedule interviews, coordinating with the hiring team, candidates and other stakeholders. Use this checklist to successfully set up interviews for each role you are recruiting for: I’ve arranged times for interviews that work for both the hiring team and the candidates. x I’ve informed the hiring manager and front office employees of candidates’ date and time of arrival [X days] before each interview. x I’ve sent emails to invite candidates to an interview and provided important details (e.g. directions, who to ask for, what to bring.) x I’ve booked a meeting room and prepared it for the interview (e.g. provided enough chairs for the candidate and members of the interview panel.) x I’ve given hiring managers a checklist to prepare for upcoming interviews. x I’ve prepared material the hiring team needs to conduct the interview (e.g. notepads, whiteboard markers.) x When arranging interviews, keep these things in mind: Give candidates adequate notice. They may need time to to modify their schedules, especially if they are employed. Choose pleasant rooms with ample lighting. Candidates should feel as comfortable as possible so that all parties benefit from a productive interview. Schedule reminders for hiring managers. Hiring managers are busy with their everyday duties and may forget to prepare for interviews. Help them out with a friendly reminder and/or interview prep checklist.