90 seconds... that's all a candidate needs

A job interview lasts an average of one hour, but applicants often decide within the first 90 seconds whether they can imagine working for an organisation. And 47% think negatively about a company if the interviewer arrives late, according to data from recruitment specialist Robert Walters.

A poor application experience has direct consequences for employer branding and the ability to attract talent. Little details – a messy room, a rushed interviewer, an unclear structure – can be enough to deter top candidates.

The first few minutes of a job interview can be surprisingly decisive.

“Applicants pick up on the tone, energy and intentions and use those signals to decide whether this is a place where they see themselves succeeding,” says Pip Wells, senior manager of Future of Work Advisory at Robert Walters. 

Setting the tone before the interview

A positive experience begins long before the applicant is seated across from you. Advance communication plays a key role in this. Provide clear and timely information about practical matters such as location, time, and what is expected during the interview.

In addition, it is important to have everything organised down to the last detail on the day itself. Ensure that the room in which the interview takes place is clean, quiet and well furnished. If the interview is taking place online, check the connection in advance and ensure you have a professional background. Furthermore, always be on time; nothing conveys disinterest more than an interviewer who arrives late or appears rushed. Thorough preparation and attention to detail show that you take the applicant seriously – and that will be immediately noticeable.

Warm welcome

The first moments of the interview determine how an applicant feels. A warm welcome can work wonders: greet the candidate in a friendly manner, put them at ease and make informal contact before you start the official part.

As a hiring manager or interviewer, you are the face of your organisation during this interview. Therefore, show enthusiasm for both the role and the company. Explain why this position is important and how it contributes to the success of the organisation. Show that you are pleased with their interest in your company. Applicants want to work for organisations that are passionate about what they do – your energy can inspire them.

Make it a dialogue, not a cross-examination

After a strong start, it is important to continue this positive trend throughout the rest of the interview. Many interviews feel like a test to applicants: a series of closed questions where they mainly have to “perform”. This can create distance and make candidates feel less at ease.

Instead, it is better to opt for dialogue. Ask open-ended questions that invite reflection, such as ‘Can you tell me about a project you are proud of?’ or ‘What do you look for in an ideal working environment?’ Listen actively to their answers and show genuine interest in their experiences and ambitions. This shows that you are not only interested in what they can contribute, but also who they are as a person.

End the interview on a strong note by giving the applicant space to ask questions and providing clarity about the next steps in the process. A clear ending instils confidence and ensures that candidates leave with a positive feeling.

Our free guide "The Complete Interview Guide for Hiring Managers" offers concrete tips for conducting job interviews – from preparing questions to avoiding bias. Download now.