It’s the final interview and you want to lock your first pick candidate in, but did you know this step is just as important for employers as it is for candidates? According to a study from consulting company LeadershipIQ, 46 per cent of new hires fail within 18 months of employment due to poor compatibility and interpersonal skills. The interview is not just a chance for the hiring manager to get to know the applicants that recruiters have sourced for them, it’s also a crucial stage at which they must keep top talent intrigued by the role, or risk missing out on a promising professional when they lose interest.

So how can you use the interview to engage great applicants and ensure they get a good impression of your organisation?

The key to creating a pool of quality talent is to make your workplace attractive.

1. Showcase your company values and culture

If you want to have a pool of quality talent begging to work for you, you need to make your workplace enticing. The Huffington Post explains that having a great company culture and organisational values are essential for attracting candidates, particularly when it comes to millennials. Take the opportunity during the interview to highlight what makes your business an engaging and positive place to work. This could be done by pointing out key aspects of your company’s mission, or bringing in a current employee to talk about their own experiences.

2. Level the playing field

Another good way to keep candidates interested during the interview is to give them some leverage and allow them to feel they are equals in the process. Forbes suggests creating a more friendly atmosphere by sitting next to, rather than opposite the interviewee, and giving them the chance to lead to conversation. Try asking open-ended questions that the candidates can interpret in their own way, and ensure they have the opportunity to ask questions of their own in turn.

3. Build a rapport

Finally, compatibility is a huge part of what makes a good hire, and while your recruiter can give you an idea of someone’s suitability ahead of time, you’ll also want to find out for yourself. To this end, make sure you use the interview to connect with the candidate on a personal level. Not only will this make them feel more relaxed and appreciated, but it will also let you assess their personality and how they will fit into your company.

“The typical job interview process fixates on ensuring that new hires are technically competent,” said Leadership IQ’s CEO Mark Murphy. “But coachability, emotional intelligence, motivation and temperament are much more predictive of a new hires success or failure. Do technical skills really matter if the employee isn’t open to improving, alienates their coworkers, lacks emotional intelligence and has the wrong personality for the job?”

For more information on how to find great staff for your business, click here.