We recommend that interviews be conducted within one to two weeks of receiving the candidate’s CV.

The first interview should be conducted by the key hiring decision-maker — usually a Partner, or for in-house roles a General Counsel or Legal Manager — with HR present. For legal candidate interviews, include a legally experienced interviewer who can help formulate questions and interpret answers. One or two attendees plus HR is sufficient at first interview. A peer team member is appropriate at a second or third stage in an informal setting.

Interviews should run for 45 to 60 minutes. The tone should be semi-informal but professional — build rapport, assess cultural and experiential fit, and sell the role and organisation. The best candidates have options. Do not rest on your laurels.

Candidate’s will expect the interview to run for at least 30 minutes. If cut short, reconfirm your interest in the candidate at the conclusion — not later.

Two to three interviews are normal industry standard, followed by references and an offer. Run multiple interviews concurrently where possible. The better the candidate, the sooner they will receive competing offers. A quick, emphatic offer is more likely to be accepted than a prolonged process where candidates may infer uncertainty.

Example interview questions include:

• What do you know about our team?
• Why are you interested in joining us?
• Where do you see yourself in 5 years/10 years?
• Why do you want to leave your current role?
• What do you enjoy most/dislike most about your current position?
• Tell us about your current role
• Talk us through your experience
• What are you looking for in a new position?
• Tell us about a time you have presented an innovative solution to a problem?
• Tell us about yourself?
• What questions do you have for us?