Tips to Conduct an Effective Interview

Before you even step into the interview, remember this: interviewing is not just about assessing the candidate; it’s also about representing your company and creating an experience that helps you both gauge the fit. The right candidate could be out there, but the wrong interview style could make you miss them. So, how do you conduct an interview that achieves both?

Let’s start with the mindset: You’re not there to intimidate or trap the interviewee; your role is more like a detective searching for clues about how they think, behave, and can potentially fit within your company. A good interview is a two-way street where both parties walk away feeling more informed, not exhausted or confused.

1. Preparation Is Key

One of the biggest mistakes you can make as an interviewer is walking into the meeting unprepared. Preparation isn’t just about glancing over a resume minutes before the interview begins. It’s about understanding the candidate's background, the role's requirements, and having a clear plan for how you’re going to steer the conversation.

Checklist for Interview Preparation:

When you prepare adequately, it’s easier to keep the conversation flowing and get valuable information from the candidate. Don’t rely solely on improvisation, as this can lead to gaps in important topics or focusing too much on one area while neglecting others.

2. Build Rapport Early

Interviews can be nerve-wracking for candidates, especially if the stakes are high. One key to conducting a great interview is building rapport early on. Start by making the candidate feel comfortable. This might seem like a small gesture, but it can make a huge difference in the quality of the responses you receive.

Ways to Build Rapport:

• Start with Small Talk: Ask how their day is going or comment on something neutral like the weather.
• Find Common Ground: If they mention a hobby or past experience that resonates with you, acknowledge it briefly to create a personal connection.
• Maintain a Friendly Tone: A smile and approachable demeanor can put the candidate at ease.

Building rapport early on establishes a relaxed atmosphere where candidates feel more comfortable sharing openly. The best interviews feel more like conversations than interrogations. When the candidate feels at ease, they are more likely to open up, giving you insights into their personality, problem-solving skills, and motivations.

3. Ask Open-Ended Questions

One of the simplest and most effective interviewing techniques is using open-ended questions. Avoid questions that can be answered with a simple "yes" or "no." The goal is to encourage the candidate to explain, elaborate, and reflect on their past experiences.

For example, instead of asking:

• "Do you have experience with project management software?"

Ask:

• "Can you tell me about a time when you used project management software to complete a project? How did you choose the tool, and what was the outcome?"

This change in phrasing invites the candidate to share a story, providing a more comprehensive answer that reveals more about their skills, decision-making process, and communication style.

4. Use the STAR Method for Behavioral Questions

When you’re asking about past experiences, it’s crucial to dig deep into the specifics. Behavioral questions—those that start with “Tell me about a time when…”—are excellent for this, but the way you listen to the answers matters just as much. The STAR method is a well-known interview technique used to assess a candidate’s ability to handle situations in the past, which can predict future behavior.

STAR stands for:

• Situation: What was the context of the event?
• Task: What task or challenge did the candidate face?
• Action: What actions did the candidate take to address the situation?
• Result: What were the outcomes of those actions?

Here’s an example of how you could guide a candidate through a STAR question:

• Situation: “Can you describe a time when you had to meet a tight deadline while managing multiple projects?”
• Task: “What was the specific task or challenge?”
• Action: “How did you prioritize and manage your tasks?”
• Result: “What was the final outcome? Did you meet the deadline, and what did you learn?”

This method provides a structured way for candidates to discuss their experiences while helping you uncover their critical thinking and problem-solving abilities.

5. Listen More Than You Speak

This tip may seem simple, but it’s incredibly important. Listening is one of the most underutilized skills in interviews. Often, interviewers are so focused on getting through their list of questions that they forget to really listen to the answers.

If a candidate says something interesting or unexpected, follow up with another question rather than moving on to the next point on your list. Great interviewers dig deeper to get a clearer picture of how a candidate thinks.

• Listen for the Subtext: What is the candidate really saying? Are they glossing over certain topics or highlighting specific skills repeatedly?
• Pay Attention to Non-verbal Cues: Body language, tone of voice, and pauses can tell you just as much as words.

6. Don’t Be Afraid of Silence

Silence during an interview might feel awkward, but it’s actually a powerful tool. After asking a question, give the candidate a moment to think and respond. Sometimes, candidates need a few seconds to gather their thoughts, and jumping in too quickly can cut off their response.

Use Silence Strategically:

• Ask a question and wait.
• If the candidate doesn’t respond immediately, don’t rush to fill the silence.
• Give them time to provide a thoughtful answer.

7. Assess Cultural Fit, Not Just Skills

Skills and experience are important, but they’re not everything. Cultural fit is equally critical in making a hiring decision. A candidate might have all the technical abilities needed for the role, but if they don’t align with the company’s values, work style, or culture, it could lead to problems down the road.

Ask questions that help you understand how the candidate would mesh with the team and the company’s way of working. For instance:

• “What type of work environment do you thrive in?”
• “How do you handle feedback and collaboration with others?”

These questions can reveal whether the candidate would fit well within your organization, contributing to long-term success.

8. Provide Clear Next Steps

At the end of the interview, it’s important to communicate what comes next in the process. Candidates appreciate transparency, and this helps manage their expectations. Be clear about timelines, follow-up actions, and when they can expect to hear from you.

End on a Positive Note:

• Thank the candidate for their time.
• Summarize the next steps in the hiring process.
• Express your interest in continuing the conversation if applicable.

Conclusion: The Interview as a Collaborative Process

In conclusion, interviewing is not just about grilling the candidate but creating a dialogue that benefits both parties. With thorough preparation, structured questioning, active listening, and a focus on both skills and cultural fit, you can make better hiring decisions that benefit both your team and the candidate. Always remember that a good interview is an opportunity to create lasting impressions on both sides.