Building Relationships with Candidates is the Secret to Better Interviews

As artificial intelligence (AI) becomes more integrated into the hiring process, it’s more important than ever to build relationships with candidates. AI can’t replace the human element of connection.

A successful interview process still relies heavily on building a rapport with candidates. If you’re looking to improve your interview process, leaning into empathy is a great way to start.

Keep reading to learn:

• The importance of connecting with candidates
• Tips to improve your interview process by building relationships

Let’s get to it.

Why Building Relationships with Candidates is Important

You aren’t hiring a resume or a job description—you’re hiring a person.

Hiring is personal. That’s why relationships make all the difference.

A good interview is a two-way street. You’re evaluating candidates for their skills and for cultural drivers. But candidates are also evaluating you and your company culture—and first impressions make a big difference here.

Candidates who feel heard, respected, and valued during the interview process are more likely to have a positive perception of your organization. This positive experience can translate into higher candidate satisfaction, increased referrals, and a stronger employer brand—not to mention a higher job offer acceptance rate.

Furthermore, candidate relationships play a crucial role in long-term success. By establishing strong connections, you can create a network of potential future hires. Even if a candidate is not the right fit for a current position, maintaining a relationship can lead to future opportunities. Building a talent pipeline through candidate relationships ensures a pool of qualified candidates who are already familiar with your organization.

Now let’s go over some ways to build relationships with candidates.

Improving Your Interview Process with Relationships

To effectively build candidate relationships, it’s essential to follow best practices during the interview process with each candidate. These are our five best tips.

Prepare Before the Interview

Candidates aren’t the only ones who need to prepare before an interview! Before meeting with a candidate, take the time to review their application materials and LinkedIn profile. This will help you understand their background, skills, and experiences, allowing you to tailor your questions and discussions to their specific qualifications. You can also learn about their interests, better enabling you to find common ground and build rapport during the interview.

Find a Way to Build Rapport

Even if you can’t gleam much about a candidate’s interests before the interview, you can still find a way to build rapport during the interview. Start the interview with some light, informal conversation to help put the candidate at ease. Asking about their interests, hobbies, or recent experiences can help break the ice and establish a connection on a personal level.

Practice Active Listening

Active listening is crucial for building relationships with candidates during an interview. This involves fully concentrating on what the candidate is saying. Avoid interrupting them, and give them time to complete their thoughts before you respond. This shows you’re genuinely interested in what they have to say.

Share Honestly

Honest communication builds trust and credibility with candidates. Be transparent about the role, company culture, and any challenges the candidate might face if hired. Providing a realistic preview of the job and the organization helps set accurate expectations and allows candidates to make informed decisions about their fit for the position.

Sharing your own experiences and insights about the company is another way to connect with the candidate. Discussing your journey within the organization, the team dynamics, and the company’s vision can provide candidates with a better understanding of what it’s like to work there.

Follow-up After the Interview

Following up with candidates after the interview is crucial to maintaining the relationship. Send a personalized thank-you email expressing your appreciation for their time and interest in the position. Keep candidates informed about the next stages of the hiring process including timelines and any next steps.

Ongoing communication shows that you value their time and effort. It also helps maintain their engagement and interest in the role.

Even if a candidate is not selected, offer constructive feedback. Encourage them to apply for future opportunities. This helps preserve the relationship and keeps the door open for potential future hires.

What Our Hiring Experts Say

Looking for more expert advice? Insight Global hosted a webinar with hiring experts Rebecca Farno and Alex Mileskiewicz. In this excerpt, they explain why relationships are the core of good interviews.

Want to watch the full webinar? Improve Your Interview Process is available on demand. Sign up now!

Personal Hiring with Insight Global

Even in an AI-driven world, genuine relationships remain irreplaceable, especially when interviewing candidates. This is the best time to connect with candidates and establish a good candidate experience.

Remember, hiring is personal. It’s about more than just evaluating skills and qualifications—it’s about understanding the person behind the resume.

Improve your interview process by building relationships with candidates. By focusing on empathy and genuine connection, you can attract top talent and strengthen your company brand.

Need expert guidance? Insight Global cares about our people, our consultants, and our customers. Contact us now, and one of our hiring partners will connect with you soon.