Between training, onboarding, work equipment and specialized tools, the cost of a bad hire can be incredibly high. So it's imperative that recruiters can ensure a good cultural and technical fit during the interview process. Asking "Why you are looking for a job?" and "What are your salary requirements?" aren't enough.

Interviews are an opportunity to delve deep into a candidate’s work history, career aspirations and work style, as well as the key skills they bring to the table to achieve and exceed organizational objectives. Here are some tips to get you started:

Optimize The Intake Call

The first step you should take after receiving a new job requisition is setting up an intake call with the hiring manager. Intake calls, also known as hiring kickoff calls, are how you determine the job profile and qualifications needed to succeed. It's also a time to find out if there are any internal candidates or ideal candidates who are already in the manager's network. I recommend taking good notes during the intake call so you can refer to them as needed.

Get A Realistic Job Preview

Being in talent acquisition for the last 12 years, I've had many candidates tell me that they're looking to make a move because of false promises of opportunities or roles not being what was described during the interview process. So it's crucial to get a realistic understanding of the job from the hiring manager. This includes the key day-to-day responsibilities, role-specific systems/tools and opportunities for growth. You should also ask about common challenges that people in the role tend to face. This will ensure you can provide candidates with an accurate preview of the job.

There are also practical and administrative details to go over during the intake call. For example, what is the structure of the team with the open role? Is there a unique hybrid or remote policy? You can learn about the role's hiring history and how success will be measured in the first year. Don’t forget to go over the budget (target salary), and encourage the hiring manager to put together a diverse interview panel consisting of key stakeholders across the business.

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