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​A Hiring Manager’s Guide: How to Prepare to Interview Someone for Your Team

Hiring the right person can transform your team’s performance, culture, and future success. But a great hire starts with a great interview — and great interviews don’t happen by accident. Whether you’re hiring for a new role or replacing a key team member, preparation is essential.

Here’s a simple, effective guide for hiring managers on how to prepare to interview someone for your team:

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1. Clarify What You Really Need

Before meeting any candidates, take time to refine the role requirements:

· What are the top 3 things this person must deliver in the next 6–12 months?

· What skills, experience, and behaviours are truly essential — and which are “nice to have”?

· How will this role interact with the rest of the team?

Ensure the brief is crystal clear. The better aligned you are, the better candidates you'll attract and interview.

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2. Review the Candidate Thoroughly

It might sound obvious but read the CV carefully — ideally more than once. Jot down:

· Specific questions about their experience, gaps, or achievements

· Areas that need clarification

· Topics you want to explore in more depth

If your recruiter has provided notes or feedback, read those too. It gives you added insight into the candidate’s motivations and communication style.

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3. Prepare Structured Questions

Avoid “winging it.” Instead:

· Use a mix of competency, situational, and values-based questions

· Ask open-ended questions that give candidates space to show how they think and solve problems

· Use the same core questions for all candidates to ensure fairness and comparability

Examples:

· Tell me about a time you had to deal with a difficult project. How did you handle it?

· What’s been your proudest professional achievement so far, and why?

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4. Showcase Your Team and Culture

Remember — interviews are a two-way street. Candidates are also deciding if they want to work with you. Be prepared to:

· Explain your team’s purpose, structure, and vision

· Share what success looks like in the role

· Talk honestly about the challenges (this builds trust)

· Be authentic about the team culture and working style

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5. Assess for Culture & Team Fit

Beyond technical skills, consider:

· Will this person complement the team’s dynamic?

· How do they approach collaboration, feedback, or high-pressure situations?

· Do their values align with the organisation’s?

You can even involve other team members in the process to gather different perspectives.

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6. Take Notes & Score Objectively

During the interview, write down:

· Key responses

· Standout examples

· Concerns or follow-up questions

Use a simple scoring system or rubric to keep things consistent, especially if you’re interviewing multiple people.

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7. Don’t Forget Candidate Experience

Be on time. Be engaged. And don’t multi-task during the interview.

A smooth, professional interview process reflects your brand and builds a positive impression, even if the candidate isn’t ultimately successful.

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8. Debrief and Decide Promptly

Once the interview is done, share feedback with your recruiter promptly. Delays can lead to missed opportunities. If the candidate is a strong fit, chances are they’re being interviewed elsewhere too.

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Need help refining your process or briefing your interview panel? At Aldwych Consulting, we support hiring managers from start to finish — ensuring a smooth, efficient, and successful recruitment journey.