Face-to-face interviews: How to spot the perfect hire

When it comes to tracing the right talent for our clients, there are no two ways about it – meeting people face to face is the best way to spot a perfect hire and ensure we’ve found the best person for the job.


“Face-to-face' first is our moto!", says Andy Lee (he/him), Founder of Trace. “We want to be as efficient as possible. How can we accurately match people, roles and cultures if we aren't able to meet people face-to-face first?”

It appears others Hiring Managers agree. “Face-to-face final stage interviews have risen to 64% since 2023” states a StandOutCVs.com study.

So how can you spot the perfect hire in a face to face interview?

1. Prepare Targeted Questions in Advance

  • Design questions that assess key skills, qualifications, and attributes specific to the role.

  • Use behavioral questions (e.g., “Tell me about a time when…”) to gauge past performance and problem-solving skills.

  • Include situational questions to evaluate how they might approach hypothetical challenges.

2. Set Clear Evaluation Criteria

  • Define what success looks like for the role by creating a scoring rubric for skills, experience, cultural add, and other attributes.

  • Share these criteria with any co-interviewers to ensure consistency in evaluation.

3. Observe Nonverbal Cues

  • Pay attention to body language, including eye contact, body positioning and hand gestures.
    These can reveal a candidate’s comfort level in the environment and being put under pressure - a key part of any Senior role.

  • Note signs of active listening and engagement, such as maintaining eye placement and thoughtful responses.

4. Ask Follow-Up Questions

  • Probe deeper when candidates give vague or overly rehearsed answers. For example, ask, “What specific steps did you take in that situation?”

  • Use follow-ups to assess their problem-solving process, critical thinking, and ability to elaborate on their experiences.

5. Assess Cultural Add and Team Integration

  • Include questions that reveal their values, work style, and preferred team dynamics (e.g., “How do you handle feedback?” or “Describe your ideal work environment.”).

  • Observe whether they demonstrate an understanding of and enthusiasm for the company’s values, mission and culture.

6. Take Notes and Debrief Immediately

  • Document key points during the interview to avoid relying solely on memory later.

  • After the interview, review your notes and compare them against the evaluation criteria. Share insights with other interviewers to get a well-rounded perspective.

By focusing on structured, consistent methods, you’ll maximise the efficiency and fairness of the interview process, identifying the best candidate for the role and finding the perfect hire for your team.


At Trace, we’ve created a bespoke PFIT tool that helps clients spot the perfect hire - identifying the right calibre of candidate and asking the question ‘what do they add?’ as opposed to ‘do they fit?’

This provides another level of insight into their candidates, reducing the likelihood of a misfire and helping the business go from strength to strength. If you’d like to find out more, get in touch with the Trace team for a free and confidential consultation.

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