Trust is the foundation of all human connections, and it governs all interactions we have with one another. The capacity for trust is not equal; some people trust more easily than others, some people are more trustworthy than others, and some are better at gauging trustworthiness than others. For as much as we may like to pretend that the business world is somehow disconnected from humanity, it obviously is not, and human emotions and prejudices play into all business decisions that we make.

Trust, therefore, plays a huge role in the hiring process. The candidate must create trust with the hiring manager, and the hiring manager must do the same in return. People want to work with those whom they trust. It is critical that candidates build and foster trust during the interview process. Here are five ways to do just that.

Prepare. Some communications are spontaneous, but within the context of the interview, much of the communication is not. Think about what it is you want to accomplish from your meeting, and work back from that goal. KYA—Know Your Audience. Look up your interviewer on LinkedIn, review the job description, and try to understand what business problem he is looking to solve. Hone in on what he is looking to gain from meeting with you—an understanding that you can help him solve his problems. When you are well prepared, you are more confident, and confidence begets trust.

Engage and share. Have a real conversation. Ask tough questions. Even more importantly, ask the interviewer for his opinions. When you seek out others’ opinions, you acknowledge them, and this leads to trust.

Focus. Eliminate distractions, such as your phone. Being obviously distracted sends the message that you are neither interested nor invested in the interviewer, the job, or the critical business issue the interviewer is looking to solve. Lack of focus erodes trust.

Set expectations. We often talk about how it is incumbent on the hiring manager to set clear expectations for the role, and that is very true. However, it is equally important that candidates lucidly articulate what they expect to learn and to achieve in their next position. Being able to demonstrate that you have clear goals for your professional growth indicates that you are a person who has a plan for the future.

Have manners. I shouldn’t even have to point this out, but it is absolutely necessary that you follow the rules of proper etiquette regarding pronouncing people’s names correctly, thanking them, arriving on time, and following up in a polite way. Good manners indicate that you have respect for the other people involved.

You may the most brilliant person in the interview queue, but if you are unable to connect with your interviewer and to build trust, you will not be hired. Once you demonstrate your trustworthiness, you can then focus on marketing yourself and your skills!