How to Conduct an Interview: 7 Tips for Success

NEWS FLASH!!

“Nailing” the interview doesn’t fall solely on the candidate’s shoulders.

Nope. Not at all.

Actually, as a hiring manager or recruiter, conducting a successful job interview demands your utmost attention and care.

Building the right team is integral to the company’s success. Wrong hires often lead to costly turnover. Skipping through the steps of the sometimes lengthy and laborious interview process doesn’t help anyone.

Not you. Not the candidate.

Here’s some tips for conducting an effective interview:

Be Prepared

Two big things drive the interview: the job description, and the candidate’s resume.

Prepare for the interview and thoroughly familiarize yourself with both.

Before even posting, ensure the job description is accurate and comprehensive — you want to attract the right people in the first place. Take time to compare it to the resume, gaining pre-interview insight, making note of requirements and skills that align, and where you would like clarification. Compile a list of intentional questions to help you avoid asking questions for which the candidate has already provided answers.

Put Candidate at Ease

Sometimes, it’s challenging to discern between nerves and true personality.

Comfortable candidates are more likely to show you their true selves. Put candidates at ease by taking some time to introduce yourself and establish rapport. Try to find common ground quickly. Let them know your role in the company and perhaps how you came to be part of the organization. Clearly communicate the structure of the interview — knowing what’s ahead helps candidates calm their nerves and relax.

Ask Away

Remain intentional as you formally ask questions. Memorize your list of core questions, but be prepared to improvise with “follow ups.” Follow up questions are often necessary for clarification, and should be organic to the flow of conversation.

Include different types of questions, drawing out different insights into the potential hire.

• Close-ended questions are brief and to the point, usually requiring only a yes or no answer. This demonstrates how readily the candidate offers information without being probed. Watch and see if they elaborate on their answers and provide examples. (Example: Do you manage conflict well?)

• Open-ended questions often lead candidates to reveal their thoughts, attitudes, self-awareness, and opinions. (Example: What led you to apply for this position? What do you consider the greatest accomplishment of your life so far?)

• Work-life or position related questions offer insight into how well they will fit in with your company or perform the role. (Example: What environment do you need to be successful at work? Do you prefer working with a team, or working on your own? What makes you a good fit for this role and in our company?)

• Situational questions require the candidate to show how they would problem solve in the case of potential conflict. (Example: How would you respond if you couldn’t complete a project because of incomplete information from another team member?)

Be Familiar with the “STAR” Method

Be aware of the STAR method. Often, candidates will use STAR when answering behavioral questions (Example: How have you dealt in the past with working well under pressure?). Candidates demonstrate their ability to problem solve by sharing a past experience. The STAR method is:

• Situation: Candidates describes the scenario
• Task: Candidates relays their task or role
• Action: Candidate shares how they solved the problem
• Result: Candidate describes the outcome

Give Candidates Opportunity to Ask Questions

Today, job-seekers are shopping the market like never before. In a sense, they are interviewing you as well. Give them the opportunity to ask questions, too. Be transparent and genuine about the company’s history, core values, and goals.

Take Notes

Don’t fool yourself into thinking that you’ll recall everything said during the interview. Jot down some notes about your first impressions, their answers, and even their body language. Maintain a balance between taking notes and active listening to avoid appearing unengaged.

Describe the Next Steps

As you close the interview, clearly convey the next steps to the candidate. Thank them for their time and let them know when they can expect to hear from you. This is professional, courteous, and prepares the candidate.

At Career Concepts, we help employers like you find the talent you need. For over fifty years, we’ve been providing quality, excellence and authenticity to the clients and candidates we serve. “The Right People. The Right Job." Connect with us today and let’s get started!