Over the course of my career in recruiting, I have spoken with thousands of candidates about their interview experiences. These conversations are incredibly valuable because they provide insight into what employers are doing well and where there may be opportunities for improvement in the hiring process.
Recently, I received feedback from a candidate about an interview that perfectly illustrates why the interview experience matters so much.
During the virtual interview, the hiring manager repeatedly apologized because he appeared to be juggling multiple responsibilities at once. At several points during the conversation, he had to mute himself to listen or speak on another video call. At one point, he forgot to mute entirely, and the candidate could hear another person speaking to him from a different meeting. There were additional interruptions when his screen shifted to an overhead view of his desk, making it difficult for the candidate to even see his face. Near the end of the interview, another call came in.
The candidate mentioned that when the interviewer was focused, he was clearly engaged and interested in the conversation. However, the constant interruptions made the candidate feel as though they were inconveniencing the interviewer’s schedule rather than participating in a meaningful discussion about the opportunity.
This situation was likely not intentional. Hiring managers today are busier than ever, balancing leadership responsibilities, operational demands, and a steady stream of meetings. However, from the candidate’s perspective, the interview is a pivotal moment. It’s often their first meaningful interaction with the organization, and the impression formed during that conversation can strongly influence whether they remain interested in the opportunity.
The Interview Is a Two-Way Evaluation
One of the most important things employers must remember is that interviews are not just about evaluating candidates. They are equally about candidates evaluating employers. In today’s job market, particularly in fields where talent is highly competitive, candidates are paying close attention to how organizations conduct themselves throughout the hiring process.
During an interview, candidates are often asking themselves questions such as:
- What would it be like to work here?
- Do the leaders at this organization respect people’s time?
- Does this company appear organized and professional?
- Is this a place where I would feel valued and supported?
Every interaction during the interview process contributes to the answers candidates form to these questions. Even highly interested candidates can begin to question an opportunity if the interview experience feels rushed, disorganized, or distracted. While the role itself may be appealing, the way the interview is conducted can create doubts about leadership style, workplace culture, and communication within the organization.
That is why it is essential for hiring managers to approach interviews with preparation, focus, and intention.
First Impressions Matter More Than Ever
For many candidates, the interview represents their first real exposure to the organization’s leadership. In some cases, it may even be their only opportunity to interact with a decision-maker before accepting a position. This means the hiring manager is not just evaluating talent, but they are also representing the company’s culture and values.
A professional, focused interview communicates that the organization is thoughtful, organized, and respectful of people’s time. On the other hand, a distracted or rushed interview can unintentionally send the opposite message.
In competitive hiring markets, employer reputation plays a significant role in attracting and retaining top talent. Candidates often share their interview experiences with peers and colleagues, and those experiences can shape how others perceive the organization.
Simply put, the way you conduct interviews contributes to your employer brand.
Best Practices for Conducting Effective Interviews
While every organization has its own hiring process, there are several universal best practices that help ensure interviews are productive, professional, and engaging for both parties.
1. Block Dedicated Time for Interviews
One of the most important steps hiring managers can take is to schedule interviews during times when they can give candidates their full attention.
Trying to squeeze interviews between meetings, multitasking during the conversation, or managing multiple calls simultaneously can easily lead to interruptions and distractions. Even brief disruptions can break the flow of conversation and make candidates feel as though the interview is not a priority. If your schedule is especially demanding, it is better to conduct fewer interviews with dedicated focus than to rush through several while juggling other commitments.
When candidates see that you have set aside uninterrupted time to speak with them, it immediately communicates respect and professionalism.
2. Eliminate Distractions
Whether interviews are conducted virtually or in person, minimizing distractions is critical.
For virtual interviews, this means taking a few simple but important steps:
- Silence phone notifications and messaging apps
- Close unnecessary browser tabs or email windows
- Ensure no overlapping meetings are scheduled
- Test camera, audio, and Internet connection beforehand
Technical distractions and multitasking are often more noticeable during virtual meetings than many people realize. Even glancing repeatedly at another screen can signal to candidates that your attention is divided.
Creating a quiet, focused environment allows both parties to engage in a meaningful conversation.
3. Prepare in Advance
Preparation is another key element of a successful interview. Before the meeting begins, hiring managers should review the candidate’s resume, familiarize themselves with their experience, and prepare thoughtful questions related to the role.
When interviewers appear unprepared or ask questions that are clearly answered on the resume, candidates may interpret that as a lack of interest or organization. Preparation demonstrates that you respect the candidate’s time and are genuinely interested in learning about their background and qualifications.
In addition, preparing structured questions can help ensure that interviews are consistent across candidates, which ultimately supports better hiring decisions.
4. Create a Conversation, Not an Interrogation
The most effective interviews feel like professional conversations rather than rigid question-and-answer sessions. Candidates should feel comfortable sharing their experiences, asking questions, and learning more about the organization. Hiring managers can encourage this by maintaining eye contact, actively listening, and allowing candidates time to fully respond before moving on to the next question.
Engagement goes a long way in creating a positive candidate experience. When interviewers appear genuinely interested in the conversation, candidates are far more likely to leave the interview feeling excited about the opportunity.
5. Respect the Candidate’s Time and Effort
Candidates often invest significant time preparing for interviews. Many rearrange their schedules, take time away from their current responsibilities, and research the organization beforehand.
Starting the interview on time, remaining fully present during the conversation, and avoiding interruptions all demonstrate respect for that effort. Even small gestures, such as thanking candidates for their time or acknowledging the effort they put into preparing for the conversation, can leave a strong positive impression.
Respectful interactions help build trust early in the relationship between employer and potential employee.
6. Communicate Clear Next Steps
One of the most common questions candidates have after an interview is what happens next.
Unfortunately, many candidates leave interviews with little understanding of the timeline or next steps in the hiring process. This uncertainty can lead to frustration and, in some cases, cause candidates to lose interest in the opportunity.
At the end of each interview, hiring managers should clearly communicate:
- Whether additional interviews will take place
- When candidates can expect feedback
- Who will be following up with them
Even if decisions may take time, transparency about the process helps candidates feel informed and respected.
The Interview Reflects Your Leadership
Ultimately, the way an interview is conducted reflects the leadership style of the organization.
A focused, organized interview communicates professionalism, strong communication, and respect for people. A distracted or rushed interview may unintentionally raise concerns about priorities, workload management, or organizational culture.
This is particularly important when hiring high-level professionals who are evaluating multiple opportunities. Top candidates are often selective about where they choose to work, and the interview experience can strongly influence their decision.
Make a (Great) Lasting Impression
The reality is that most hiring managers are incredibly busy. However, when an interview is scheduled, it deserves dedicated time and attention.
For candidates, that interview may represent a major career decision. For employers, it is an opportunity to attract and secure top talent. The conversation may only last 30 to 60 minutes, but the impression it creates can last much longer.
By approaching interviews with preparation, focus, and respect for the candidate’s time, employers can elevate their hiring process, strengthen their employer brand, and ultimately make better hiring decisions.
When hiring managers treat interviews as meaningful professional conversations rather than just another meeting on the calendar, they set the stage for stronger relationships (and stronger teams) within their organizations.
We invite you to find out more about our Animal Health and Veterinary recruiting services for employers and also learn more about our recruiting process and how we can help you fill your critical positions in 2026.
We help support careers in one of two ways: 1. By helping Animal Health and Veterinary professionals to find the right opportunity when the time is right, and 2. By helping to recruit top talent for the critical needs of Animal Health and Veterinary organizations. If this is something that you would like to explore further, please send an email to stacy@thevetrecruiter.com.