Lifted Logic Web Design in Kansas City clock location phone play check_box_outline_blank check_box chevron-down chevron-left chevron-right chevron-up facebook instagram google plus pinterest radio_button_checked radio_button_unchecked twitter linkedin youtube arrow-up send arrow-right man woman plus remove chat calendar close Down-Copy Up-Copy right left right-1 down-arrow-home right-arrow-long chat linkedin options-list page-one pin quality star venn-diagram

How to Get Better Candidates to Show Up for an Interview

How to Get Better Candidates to Show Up for an Interview

Employer Tips / September 9, 2021

The best candidates are busy people. We’re talking high-achievers: full-time job and several companies vying for their attention. Must be nice. So it’s your job to appeal to them and accommodate their needs. Make your interview process easy and convenient and make them feel welcome and wanted. Otherwise, they’ll just keep job-hunting until they do. Here are some easy steps to get better candidates to apply to your company. 

Be friendly 

Establish an actual relationship with a candidate—be polite, but professional and polite as to develop a rapport and evaluate whether this person is truly qualified for the job. Start an open dialogue, earn trust, and learn about their career goals. Do those career goals align with this opportunity? Be able to show them what a typical career path is in your company.

Sell the opportunity 

Go ahead and show off your finest perks and most tempting benefits. Talk about your company’s mission statement as though it’s the most fulfilling lifework anyone could possibly dream of. No one wants to work at a job where they’re disengaged, bored, or apathetic. Show them that this is the chance of a lifetime! 

Get a firm buy-in 

Before you actually sit down for an interview, determine whether all your interview candidates are really interested in working for your company. Don’t waste your time scheduling meetings with people who just seem to be casting a wide net, applying for anything and everything that loosely applies to them. 

Keep talking with them 

Maintain on-going conversation with candidates leading up to the interview. Provide answers to any questions they have and let them know what to expect throughout your hiring process. Keep promoting your company as a great place to work. And finally, confirm the logistics of upcoming interviews more than once—when and where—and use email and a phone call or text. 

Be transparent 

Ask about their salary requirements and expectations and clearly express what your company is willing to pay. If they’re expecting more, make sure they’re willing to interview for and maybe even accept a job that offers less. Find out about all their deal-breaking scenarios—relocation, working remotely, etc.—so you know what you need to offer if this becomes your top candidate.

Schedule with convenience 

Schedule your interviews as fast as possible—within two weeks of your initial conversations. You don’t want a competing company to be

faster than you and snatch up the best candidates. And don’t reschedule on the candidate once the appointment is made. On the other hand, if the applicant needs to reschedule, do everything within reason to make that happen. Schedule the interview in the format that’s easiest for them: Skype, phone, or a weekend meeting. 

Keep them updated 

If you’ve done your job attracting the best candidates, then they’ll be eager to hear back from you after the interview. Which is great! Keep them posted. Don’t leave them in the dark if you’re still interviewing other candidates. Let them know how many people you’re still planning to interview, whether they’re still in the running, and when you expect to reach a decision. If they have other companies competing for their attention, you may have to act fast.


For more access to the best talent, check out our website at

Blog written by Erin Greenhalgh