Here are **30 communication best practices for interviewers**, covering preparation, asking questions, listening, and decision-making. These help ensure a fair, effective, and professional interview that brings out the best in candidates.

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### **1. Set the tone at the start**
Greet the applicant. Set expectations.  
**Example:** “We’ll talk about your background, then go over the role, and leave time for your questions.”

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### **2. Be on time and prepared**
Have the resume, job description, and interview questions ready.  
**Tip:** Don’t make the candidate feel like you’re improvising.

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### **3. Introduce yourself clearly**
State your name, title, and role in the hiring process.  
**Tip:** Helps the candidate know who they’re talking to and how to engage.

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### **4. Listen more than you talk**
Let them do 70–80% of the talking. Your job is to draw out useful info.

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### **5. Ask open-ended questions**
Avoid yes/no questions. Use prompts like:  
- “Tell me about a time when…”  
- “Walk me through how you handled…”

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### **6. Probe for specifics**
If an answer is vague, ask follow-ups:  
**“What exactly did you do?”** or **“What was the result?”**

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### **7. Don’t rush through silence**
Give them space to think. Some of the best answers come after a pause.

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### **8. Avoid leading questions**
Don’t hint at what you want to hear.  
**Bad:** “You’re comfortable with overtime, right?”  
**Better:** “How do you handle high-workload weeks?”

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### **9. Be consistent across candidates**
Ask the same core questions to ensure fairness. Take notes for comparison.

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### **10. Watch for nervousness vs. red flags**
Differentiate between a bad communicator and a bad fit.

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### **11. Explain the role and expectations clearly**
Describe responsibilities, team setup, hours, tools, and metrics.

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### **12. Clarify what success looks like**
Tell them how their performance will be measured. Be specific.

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### **13. Stay neutral and professional**
Don’t overshare or try too hard to “sell” the company. Keep it balanced.

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### **14. Avoid interrupting**
Let the applicant finish their thought before responding or moving on.

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### **15. Manage time well**
Pace the interview so you cover all sections and still leave room for questions.

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### **16. Take notes discreetly**
Write down key points, not everything. Don’t distract the candidate.

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### **17. Use a structured scorecard**
Rate answers based on criteria—not gut feeling.

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### **18. Don’t oversell the role**
Be honest about challenges. Realistic expectations lead to better retention.

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### **19. Read between the lines**
Listen to what they’re not saying. Ask follow-ups when answers seem rehearsed.

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### **20. Ask behavioral and situational questions**
“How did you handle…” or “What would you do if…”

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### **21. Avoid biased or illegal questions**
Never ask about age, religion, marital status, etc.

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### **22. Use a neutral, professional tone**
Don’t be too casual or overly formal. Match the candidate’s tone within reason.

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### **23. Encourage candidate questions**
**Say:** “What questions do you have for me?”  
This reveals how much research and interest they’ve shown.

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### **24. Clarify next steps at the end**
Explain the timeline and what happens next.

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### **25. Thank them for their time**
End politely. They’re investing time too.

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### **26. Don’t show strong reactions**
Avoid saying “great answer” or looking surprised. Keep a neutral face.

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### **27. Stay objective after the interview**
Don’t base decisions on likeability alone. Refer back to their answers and your notes.

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### **28. Be aware of tone and phrasing**
Avoid making the candidate feel inferior.  
**Tip:** Say “Let’s talk through this together” instead of “Explain why you did that.”

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### **29. Avoid filler talk or small talk traps**
Keep the conversation focused. Small talk is fine—just don’t let it dominate.

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### **30. Document impressions immediately after**
While fresh, jot down highlights, red flags, and alignment with the role.

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