Understandably, the candidate will want to know where they stand – and soon. Will there be a straightforward answer quickly or is the interview process continuing with a number of other hopefuls? Either way, be up front about the timetable and when an answer can reasonably be expected. If the first-round interviews are something of a formality, indicate if a second might need to take place and when that would happen and any other red tape, such as vetting, required before a new employee is chosen.

Once a decision has been made by the management, strike while the iron is hot and secure your new star employee straight away. It is always better to be decisive and move swiftly if possible and it will stop another company snapping up your choice, so telephone straight away with the good news and email shortly after to firm up the offer in writing.

That’s the enjoyable and rather easy part. More difficult is to deliver bad news and tell someone this time, they haven’t quite made the grade. Constructive feedback is useful at this point – so diplomatically tell the candidate why they were unsuitable and what skills they might need to acquire or improve.

Rayner Personnel can of course take this sting out of this particular tail by having that conversation for you, based on an honest appraisal of the interviewee’s performance.