Rapport - The Central Interview Ingredient

As I am sure you will agree, first round interviews are super important. Many would argue they are the most important round of interview for both interviewers and interviewees. This is even more so the case for hiring companies due to the fact their is a shortage of talent and therefore generally across many industries , the talent situation is candidate driven. This means unique candidate skillsets sought after by hiring companies, candidates skills that are essential to a hiring companies are in short supply. As a result of this skill shortage, building rapport with candidates has never been more important for hiring companies. It is no longer a "nice to have" or optional. Leading companies that have a favourable employment brands and cultures have an interview process and style that reflects their brand and culture. In most cases, rapport is a central ingredient.

Building rapport in an interview is the responsibility of the interviewer. The process should be approached in a professional yet friendly manner, beginning with informal introductions, small talk, and suitable ice breakers. This not only helps put the candidate at ease but also encourages open and authentic communication. In contrast, interviews conducted in a rigid, interrogative style—where the focus is primarily on the CV rather than the individual—tend to inhibit dialogue and limit valuable insights. Rapport-driven interviews ultimately lead to more effective assessments and a better experience for both interviewer and candidate.

As the interviewer, it’s your job to set the tone and build rapport. Start with a friendly introduction, a bit of small talk, or even a quick ice breaker to make the candidate feel comfortable. This creates space for a natural, engaging conversation where the candidate can show you who they really are. Compare this with a cold, interrogation-style interview where the interviewer spends more time staring at the CV than connecting with the person—far less effective for everyone involved. A warm, rapport-based approach leads to better insights and a stronger overall experience.

Hiring companies need to be training colleagues on how to interview at all levels of seniority. Many senior managers while fantastic at their job, in many cases could use some training in how to conduct an interview with a candidate. Is the company being promoted and sold in an exciting yet honest and true way , is the role being spoken about in an exciting way where the importance of the role in the current business is shared with the candidate? Or , is the interviewer conducting that all important first round interview just opting for a screening mode, top down assessment and missing out on building relationships, connections and enhancing the hiring companies employment brand?

Interested to discuss interview processes and styles that win ? Reach out to Robert - rjmaguire@rjm-associates.com