The world today is more competitive as far as employment is concerned, hence the need to be smart while interviewing candidates. Regardless of whether you are conducting face-to-face interviews or telephonic/online interviews, adhering to best practices in interviewing can make a big difference in your selection process. In this guide, you will be able to follow the basic steps of interviewing best practices, which will allow you to make the right decisions and give the interviewers and candidates a good experience.
Step 1: Preparation
- Review the job description.
As preparation for the interview, ensure that you read through the interview specifications and the job description. Identify basic knowledge, competencies, and character that perfectly depict the person you want at your company.
- Study the candidate’s resume.
Review or study basic personal data about the candidate, his/her working experience, and achievements. It will ensure that you are well prepared and you only ask those questions that will benefit both of you most from the time that is available.
- Develop a List of Probes
Make a set of questions that will correspond to the job description and the values of your organization. Both behavioral, situational, and technical questions should be employed in order to have a broad look at the individual’s capacity.
Step 2: Opening the Interview
- Warm Welcome
Smile at the candidate and ask him or her his or her name so that you can properly address him or her. In the case of remote interviews, make sure that your video is on and that your eyes are on the camera to create eye contact with the interviewer.
- Build Rapport
Always begin with some small or no topic of discussion so that the candidate may be free in expressing himself. This could be a simple remark on the weather or a question on the journey to the interview venue (in the case of a face-to-face interview) or the use of video conferencing for a telephonic interview.
- Provide an overview.
It is crucial to describe the general interview process, the time you will spend on it, and the issues you are going to discuss. This helps develop certain expectations and enables a candidate to condition themselves mentally.
Step 3: Conducting the Interview
- Ask open-ended questions.
Use open-ended questions to encourage detailed responses. For example, instead of asking, “Do you like working in teams?” try, “Can you tell me about a successful team project you’ve worked on?”
- Use the STAR Method
When asking behavioral questions, encourage candidates to use the STAR method (Situation, Task, Action, Result) to structure their responses. This helps ensure you get comprehensive answers.
- Active Listening
Pay close attention to the candidate’s responses. Take notes, but maintain eye contact and show engagement through your body language and facial expressions. For remote interviews, nod and use verbal cues to show you’re listening.
- Follow-Up Questions
Don’t hesitate to ask follow-up questions to clarify points or dig deeper into interesting areas. This shows you’re engaged and helps you gather more detailed information.
- Allow for silence.
Give candidates time to think before answering complex questions. Resist the urge to fill every silence—sometimes the best insights come after a moment of reflection.
- Assess Cultural Fit
While evaluating skills and experience, also consider how the candidate might fit into your organization’s culture. Ask questions about their preferred work environment and values.
- Provide information about the role and company.
Share relevant information about the position, team, and company culture. This helps the candidate understand the opportunity better and assess their own fit.
Step 4: Handling Remote Interviews
- Choose the Right Platform
Select a reliable video conferencing platform that both you and the candidate can easily access. Provide clear instructions on how to join the call.
- Create a Professional Background
Ensure your background is neat and professional. Use a virtual background, if necessary, but make sure it’s not distracting.
- Minimize Distractions
Find a quiet space for the interview and inform others in your household or office that you’ll be on an important call to avoid interruptions.
- Have a backup plan.
Technical issues can occur, so have a backup plan. This might include having the candidate’s phone number to continue the interview by phone if video fails.
- Use screen sharing wisely.
If you need to share your screen during the interview, practice beforehand to ensure a smooth transition. This can be particularly useful for technical interviews or when discussing specific documents.
Step 5: Closing the Interview
- Ask if the candidate has questions.
Invite the candidate to ask any questions they have about the role, team, or company. This not only provides them with valuable information but also gives you insights into what’s important to them.
- Explain Next Steps
Clearly outline the next steps in the hiring process, including when the candidate can expect to hear back from you.
- Thank the candidate
Express your appreciation for their time and interest in the position. This leaves a positive impression, regardless of the outcome.
Step 6: Post-Interview Evaluation
- Review Your Notes
Go through your notes while the interview is still fresh in your mind. Highlight key points and any areas where you need more information.
- Complete an evaluation form.
If your organization uses a standardized evaluation form, fill it out promptly. Be as objective as possible, focusing on the candidate’s qualifications and how they align with the job requirements.
- Discuss with Other Interviewers
If multiple people were involved in the interview process, schedule a debrief to share observations and align on next steps.
- Make a Timely Decision
Aim to make hiring decisions quickly. Top candidates may have other opportunities, so a prompt decision can help you secure the best talent.
Conclusion
Mastering interviewing best practices is an ongoing process that combines preparation, effective communication, and continuous learning. By following this step-by-step guide, you’ll be well-equipped to conduct successful interviews, whether in person or remotely. Remember, the goal is not just to evaluate candidates but also to give them a positive experience that reflects well on your organization.
By consistently applying these interviewing best practices, you’ll create a fair, thorough, and engaging process that benefits both your organization and your candidates. This approach will not only help you make better hiring decisions but also enhance your employer brand, making your company an attractive destination for top talent in an increasingly competitive job market.
