How to Conduct an Effective Interview: A Manager’s Guide to Hiring the Right People

Hiring the right person doesn’t start with a resume, it starts with how you run the interview.

In our experience working with Perth businesses cross logistics, warehousing, and manufacturing, poor interviewing processes are one of the leading causes of bad hires, early turnover, and lost productivity.

A well-structured interview does more than assess a candidate. It ensures alignment between the role, the team, and your operational requirements – ultimately protecting output, safety, and performance.

Preparation Is Where the Right Hire Starts

Review the Role in Detail

Before the interview, be clear on what success looks like in the role. This goes beyond the basic job description.

At IRP, we work closely with clients to define:

• Key responsibilities and daily tasks
• Output expectations and KPIs
• Physical and technical requirements
• Team dynamics and supervisors expectations

This level of clarity allows you to ask better questions and assess candidates against real operational needs – not just assumptions.

Prepare Structured, Relevant Questions

Strong interviews don’t happen by chance.

Focus on open-ended questions that require candidates to explain how they’ve performed tasks, not just confirm they can do them.

For example:

• Instead of: “Do you have a forklift license?”
• Ask: “Talk me through your experience operating forklifts in a fast-paced environment”

This approach gives you insights into:

• Competency
• Safety awareness
• Work ethic
• Communication style

Plan the Interview Properly

Simple planning improves both candidate experience and interview quality:

• Review resumes beforehand
• Allocate enough time
• Choose a suitable environment
• Align internally with what “good” looks like

Well-prepared interviews lead to better decisions and stronger hires.

Running the Interview: Getting the Information That Matters

Created a Comfortable Environment

Candidates perform better when they’re at ease. A short conversation at the start helps reduce nerves and encourages more genuine responses.

From an operational perspective, this matters – because you want to see how someone actually communicates and behaves, not just rehearsed answers.

Focus on Listening and Observation

The best interviews don’t talk the most, they listen to the most.

Pay attention to:

• How candidates explain their experience
• Their attitude towards previous roles
• Body language and engagement
• Ownership of outcomes (good and bad)

These indicators are often more valuable than technical answers alone.

Clearly Explain the Role

Many candidates apply for multiple jobs. If they don’t fully understand your role, their answers won’t be relevant.

Be clear on:

• Daily responsibilities
• Work environment
• Team structure
• Expectations around performance, safety, and attendance

This ensures alignment early and reduces the risk of mismatched expectations, one of the most common causes of early turnover.

Assess Qualifications and Capability

Ensure candidates meet required certifications, licenses and experience levels.

Where gaps exist, use the interview to assess:

• Willingness to learn
• Ability to upskill
• Timeframe to become competent

At IRP, we often see that attitude and reliability outperform experience when supported with the right training and onboarding.

Let the Candidate Ask Questions

Top candidates assess you as much as you asses them.

Be prepared to answer questions about:

• Work environment and culture
• Rosters and flexibility
• Pay and progression
• Training and development

Clear, honest answers improve acceptance rates and reduce drop-offs.

Closing the Interview Properly

Set Clear Next Steps

Outline what happens next:

• Will there be a second interview?
• When will they hear back?
• What are the timelines?

This demonstrated professionalism and keeps candidates engaged.

Follow Up and Maintain Engagement

Strong candidates are often considering multiple opportunities.

Following up quickly:

• Keeps them engaged
• Strengthens your employer brand
• Reduces time-to-hire if your first choice declines

At IRP, we actively manage candidate engagement throughout to prevent drop-offs and secure top talent for our clients.

Remote Interview: Maintaining Standards

Remote interviews require the same level of professionalism:

• Send clear meeting details and agenda
• Test technology beforehand
• Choose a quiet, well-lit location
• Have a backup contact method

Poor setup reflects badly on your business and can cost you strong candidates.

How IRP Improves Candidate Outcomes

At IRP, we go beyond the traditional recruitment by supporting clients with structured interview processes aligned to operational performance.

This includes:

• Developing role-specific interview frameworks
• Conducting pre-screening and behavioural assessments
• Providing insights on candidate suitability and fit
• Supporting hiring managers with interview best practices
• Managing candidate communication and engagement

Because we understand your operation – not just the job description – we help you hire people who perform, stay, and contribute from day one.

Final Words

Interviews are one of the most critical steps in your hiring process – and one of the most underestimated.

A structured, well-run interview doesn’t just help you hire faster. It helps your hire better, improving retention, productivity, and overall operational performance.

If you want to remove the guesswork and consistently hire the right people, partnering with an experienced recruitment team can make the difference.

Whether you need to strengthen your team, solve a workforce challenge, or plan ahead for demand, the first step is simple — we come to you.
Call us on (08) 9477 7999 or arrange a site visit today.