6 ways to level up your interview process
Interviews are one of the most critical steps in the hiring process. When done right, they’re a highly effective way to assess and compare candidates to find the best fit for a role.
However, a poor interview experience may not only fail to achieve this but even damage the candidate experience – and your employer brand overall.
Small changes can greatly improve interviews so candidates leave with a good impression, whether or not they’re the perfect fit for the role.
Here’s how you can improve your interview process.
1. Make it smooth
The interview process starts well before a candidate walks in the room. Tracey Montgomery, general manager of Pure Source Recruitment, says it’s all about making it simple.
“Though many employers are hesitant to give too much information about the interview process, it is entirely reasonable to communicate, even briefly, what the candidate might need to know to help prepare. For example, will there be more than one or two people in on the interview,” she advises. “If you intend on a particular interview style, whether competency based or coffee catch up, communicate this with the candidate.”
“This is really simple stuff, but you don’t want a situation where a candidate is told they can park in visitor parking but they get there and there’s none. These little things do add up,” she advises.
Share all relevant information ahead of time, such as timing, location, video call links, parking information, and – most importantly – follow through with what you’ve said by being on time yourself.
2. Set clear expectations
The more transparent you can be in the interview process, the better. Almost over a half (51%) of people say the most important thing employers can do to get the best out of them in an interview is to be clear about expectations and what the interview will involve.
This includes mapping out the entire interview process and stages, as well as starting each interview with an overview of how the time will be used.
“Interviewers need to give people clear expectations from the beginning by letting them know what to expect, for instance, ‘This is going to be a 30 minute interview’. This way they won’t think they've bombed out when it ends after half an hour,” says Montgomery.
3. Use consistent, competency-based questions
Asking candidates different questions is a bit like comparing apples to oranges. “A well-prepared interview not only creates a positive experience but also ensure the conversation is productive and insightful for both sides,” explains Leanne Lazarus, Recruitment Specialist at People2People.
“Make sure to include some standard questions to measure each candidate so the interview is fair and equitable, rather than completely relaxed and conversational.”
Competency-based questions measure a candidate’s ability to perform in the workplace by asking about successful outcomes they’ve had in the past. These should be worded to encourage detailed responses about how they’ve previously demonstrated certain skills and behaviours.
Some examples include:
Tell me about a situation where you had to collaborate with colleagues from different departments to complete a project.
Describe a challenging problem you faced at work. How did you go about solving it?
Tell me about a time where you went above and beyond in your role / duties?
Tell me about a time where you had multiple conflicting deadlines – how did you handle it?
Tell me about a time where you made a mistake or didn’t meet expectations – what was your learning curve?
4. Be inclusive and accommodating
Designing an inclusive interview process creates a welcoming experience for all candidates. Consider how you can be accommodating of different people’s needs, whether it’s being flexible on interview times or choosing a convenient location for them.
This can also include accommodations for neurodivergent applicants. “We’re seeing a lot more candidates being open about neurodivergency,” says Montgomery. “So we’ve started putting ‘If you need extra support during the interview process, let us know’ at the bottom of our job ads.”
“This might be that a neurodivergent candidate rings us and asks to be in a quieter room or have other needs in terms of that interview process,” she says. “It isn’t unreasonable to allow a neurodivergent candidate to have a read of the questions prior to their interview and this is becoming common practice.”
Small changes can create a more inclusive experience so candidates feel comfortable and supported throughout the process.
5. Map out next steps
It’s helpful to be transparent about what comes after the interview. At the end, make sure to clearly spell out the next steps so candidates know what to expect and when.
This includes details on:
Subsequent interview stages
Assessments and testing
Reference checks
How you’ll contact them and when
If there’s any other information you need from them, like past work examples, now is the time to mention it. Don’t forget to make sure they have the right contact details if they need to reach out after the interview.
6. Follow up and give feedback
Be sure to follow up with candidates regardless of the outcome. SEEK research shows not hearing back from a potential employer is a top frustration for 74% of people.
“Don’t leave candidates waiting, and give feedback,” advises Montgomery. “I see so many employers and recruiters who are afraid to tell someone they’ve been unsuccessful and too scared to give feedback.”
"This is especially important if you know the feedback will help the candidate interview better next time,” explains Montgomery. “A moment of your discomfort can make all the difference, particularly for candidates who want constructive feedback.”
She says the best approach is to be upfront with candidates as to why they didn’t get the position. They might be unsuccessful in the role but still walk out of the interview process with a positive experience.
A candidate’s experience can either strengthen your brand or damage your reputation, so it’s essential to create a positive experience at every stage, explains Lazarus. This can be achieved through respect, clear communication, unbiased questions, active listening, and constructive feedback.
Source: Independent research conducted by Nature of behalf of SEEK, interviewing 6,000 Kiwis annually. Published February 2026.