As Credit Managers, you are likely to have department turnover over time. Finding good candidates can be a challenge, especially today. Once you have vetted resumes it is time for an interview. Interviews can be face to face, by phone, or over Zoom or a similar platform.

So, what are the best ways to prepare for the interviews? What questions will help you determine the best person for the role you are filling and for your team? Some companies provide training in interview techniques and expectations. For many managers, there has been little training. Interviewing is an acquired skill. If you need help with interviewing effectively, consider the following four best practices as you prepare to conduct an interview:

1. Do Your Advance Preparation:

Be in the Right Setting:

• Find a quiet room in a location that prevents distracting background noise and interruptions.
• Put your cell phone on silent.
• If the interview is face to face:
        i. Set a comfortable room temperature.
       ii. Make sure there is adequate lighting.
       iii. Be sure neither you nor the applicant is sitting in front of a bright window. Each of you should be able to see the other.

Be Prepared for the Interview and to Make the Candidate Comfortable:

• Review the candidate's resume. Do some investigation if they are from another area or company and you do not know them.
• Have water ready and ask the candidate if they would like some.
• Be prepared to take notes.
• Have your calendar ready so, if needed, you can schedule additional interviews.
• You will expect the candidate to dress appropriately, so do the same. Even during a virtual interview, there is a difference between a collared shirt or blouse, and a tee-shirt and baseball cap.
• Introduce yourself and put the candidate at ease. Interviewing can be a stressful experience for both parties. Set an inviting tone.

2. Be Observant:

Body language:

• Eye contact reveals honesty and self-confidence. When asked a question does the candidate look directly at you.
• Instead of leaning forward at the table or screen, the candidate slouches in a chair, showing very little energy.
• The candidate seems overly nervous, or in a hurry. Moving around in the chair, looking at their watch, tapping fingers.

The Candidate's Level of Professionalism:

• Are they highly critical of their last employer?
• At the outset of the interview ask about work hours, breaks, company benefits, time off for holidays, sick time, and vacations.
• Dresses inappropriately, glances at their cell phone, chews gum, or uses unprofessional language during the interview.
• Acts inappropriately familiar during the interview, using slang or calling you by your first name without an invitation to do so.
• Interrupts while you are talking.

Is the Candidate Prepared for the Interview?

• Is the candidate on time for the interview, or late, without keeping you posted as to why, or an expected arrival time?
• Does not know what the organization does, or the functions of the position they are interviewing for.
• Fails to answer even simple questions succinctly but responds with an indecisive or vague and unfocused answer. Answers using cliches, yes, or no.
• Answers are shallow, lack forethought, or are inconsistent with previous responses.
• Fails to ask insightful probing questions about the job or your company, showing a lack of preparation and curiosity.