How to Conduct an Interview that Yields Results

Interview Formats

Different interview formats serve different purposes and offer unique advantages and disadvantages. Here's a brief guide on interview formats and when to use them:

• One-on-one interviews: One-on-one interviews are suitable for early-stage interviews to assess a candidate's qualifications and personality. Pros include candidate comfort and personalized conversations. On the other hand, this format can need more diverse perspectives and be time-consuming.
• Panel interviews: This interview format is a good option for assessing a candidate's ability to interact with different team members or stakeholders. These are particularly handy when conducting leadership or manager interviews. Pros include diverse perspectives, less bias, and efficiency—but candidates may feel overwhelmed, and consensus can be challenging.
• Behavioral interviews: Behavioral interviews are effective for evaluating a candidate's past behavior and how it aligns with the job's requirements. For the positives, it’s easier to conduct objective assessments and predictions of future performance. Keep in mind that this format also requires skilled interviewers and may not assess a candidate’s adaptability as well.
• Group interviews: Group interviews are useful for roles that involve teamwork or client interactions. They are great for getting insights into interpersonal skills and teamwork but can be intimidating and complex to manage the group dynamics.

The hiring process isn’t always a one-size-fits-all, so don’t be afraid to tailor the format of the interview to the role and desired candidate. Be as intentional as possible and adjust the format when appropriate to build your dream team. 

Types of Interview Questions You Can Ask

During an interview, you are trying to uncover a candidate's skills and experience, as well as how they will add to your culture. These question types can help you determine if you are having the conversations that will get you the information you need most.

Behavioral Questions

Behavioral questions help you understand how candidates have handled past situations, offering insight into their future performance. You might ask, "Tell me about a time when you had to resolve a conflict within your team." These questions also often start with the phrase: "Give me an example of..."

Situational Questions

Situational questions present hypothetical scenarios to assess problem-solving and decision-making skills. An example might be, "How would you handle a project deadline that was unexpectedly moved up?"

Technical Questions

For roles requiring specific expertise, technical questions gauge a candidate's proficiency in their field. These can range from discussing specific tools to solving industry-related problems. For instance, "Can you explain your approach to debugging code?" could be a suitable question if you want to test the technical knowledge of a software engineer.

Competency-Based Questions

Competency-based questions focus on specific skills or attributes that are really important for the role. These questions often relate to leadership, teamwork, and adaptability. An example question could be, "Describe a time when you used leadership skills to solve a problem."

Open-Ended Questions

If you want a more detailed response, open-ended questions may be your best bet. They often reveal insights into a candidate's thought processes and communication skills. Examples include, "What motivates you at work?" or "How do you prioritize tasks in a busy schedule?"

Culture Questions

It’s wise to see if a candidate aligns with your organization's values and work environment. Consider asking, "What type of company culture do you thrive in?" or "How do you handle feedback?"

Asking a mix of targeted questions can help you gain a more accurate picture of each candidate. That well-rounded interview process is great for not only helping you hire someone suited for the role but also providing a positive experience for everyone. 

How to Conduct an Interview (Step by Step)

By breaking down the interview process into clear steps, it’s much easier to create a seamless experience for both candidates and the company. These tactics will help you master your interviewing and uncover the true potential of candidates.

How to Prepare for an Interview

Just like you want candidates to come prepared for the interview, it is just as important for hiring managers and interviewers to come prepared, too. Beyond creating clear and appropriate questions, interviewers can also prepare by researching the candidate and the role itself. 

When you have a strong understanding of the role's requirements and the company's values, you can ask targeted questions and better assess your applicants. Consider these points as you prepare for the screening interview:

• Create a structured interview plan that outlines the flow of the interview, including introductions, questions, and closing remarks.
• Develop a list of questions that are directly related to the job requirements and competencies you are assessing.

Allocate time for each section of the interview to create a balanced and succinct discussion.

Ways to Start an Interview

Candidates get a sense of the organization they are applying to right from the jump on an interview. This is where HR can set the tone for a successful and productive interaction. It not only impacts the candidate's perception of your organization but also plays a big role in gathering valuable information and making informed hiring decisions. 

Remember: employees are examining the company just as much as your company is evaluating them—this is why conducting interviews with strong leaders, who represent the company well, is so useful.

You can make candidates more comfortable by making friendly but professional introductions, and these best practices may help:

• Professional greeting: Start with a warm and professional greeting. A firm handshake (if in-person), maintaining eye contact, and a genuine smile can convey confidence and respect.
• Introduction: Begin with a brief self-introduction, including your name and role within the organization. This helps establish your credibility as an interviewer.
• Setting expectations: Explain the interview format, duration, and what the candidate can expect. This helps reduce uncertainty and anxiety so that the candidate can focus on the questions and give you authentic answers.
• Small talk: Don’t be afraid of some light, non-invasive small talk to build rapport. Ask about the candidate's journey to the interview or their interests—it doesn’t hurt to ease the tension.

Building Rapport with Candidates

A positive job interview experience goes a long way for both the people you end up hiring and those you don’t—it all reflects back on your company culture. Plus, having a real rapport with interviewees can help you have a more honest and productive conversation. 

Active listening, such as offering your undivided attention and follow-up questions, helps interviewers deeper insights into a candidate's qualifications. It not only demonstrates genuine interest but also draws out valuable information. 

Equally important is taking organized interview notes—capturing key points, achievements, and behavioral examples can be helpful in the final decision stage. This structured approach facilitates fair and consistent candidate evaluations as you boost your talent acquisition efforts.

Empowering Candidates to Ask Questions

Giving candidates the chance to air their questions is a winning strategy. Not only does it demonstrate your organization’s commitment to open communication, but it helps candidates make their own informed and confident decisions. 

To handle queries effectively, encourage candidates to ask about things like:

• The role
• Team dynamics 
• Company culture
• Future growth prospects 

Try to respond with transparency and honesty and provide real examples when possible. A lack of transparency during the hiring process has led to 15% of job seekers simply ghosting the process altogether according to Indeed, so starting on the right foot with honest communication is a good move.

What to Do After an Interview

After the interview, the deeper evaluation process begins. This is where you can review your notes and consider candidate responses against the job requirements. Compare candidates objectively to identify who will take on the role best. This may take collaborating with other interviewers or HR professionals, but it’s worth the time it takes to select the right candidate.

It’s also best to communicate any next steps with the candidates and keep them updated. Let them know when they can expect to hear back from you and what the follow-up process entails. This not only respects their time but also builds a positive candidate experience, regardless of the outcome. 

For candidates who aren’t selected, consider offering constructive feedback. This can help them understand areas for improvement and contribute to their professional growth. Frame feedback in a positive, non-discriminatory manner to make sure that it's valuable and respectful.

FAQs: Conducting an Interview

How long should an interview typically last?

Generally, a first-round interview may last 30 to 60 minutes, while final interviews or assessments can take longer. This can vary depending on the industry and the role. It's important to strike a balance by having a thorough evaluation without causing undue stress.

How can we mitigate bias in the interview process?

You can strive to eliminate bias by using structured interview questions and assessment criteria—give everyone the same questions. Consider having diverse interview panels and providing unconscious bias training to interviewers. It’s also important to focus on candidate qualifications and avoid questions related to personal characteristics.

When and how should salary discussions be addressed?

It's best to discuss salary expectations after you've assessed a candidate's qualifications and expressed interest in moving forward. Ask candidates about their salary expectations and share a salary range for the role if possible. Be prepared to negotiate within that range but it’s wise to embrace salary transparency where possible.

Interviewing and Wellbeing: Twin Keys to Attracting Top Talent

Mastering the art of interviewing is key to making informed hiring decisions. It's a skill that can uncover a candidate's true potential and foster a thriving work environment. Understanding how to do an interview is only one aspect of hiring, though—you can also get the best people onboard at your company by offering competitive benefits. 

An employee wellness program like Wellhub can be a big attraction to candidates, with mental wellbeing and physical health perks available to the workforce. It can help you actually retain the talent you bring to the team, too. In fact, 98% of HR leaders say their wellbeing program reduces turnover, according to Wellhub’s Return on Wellbeing Study.

Ready to secure wellness benefits for your employees that will strengthen your current workforce and attract top talent? Speak with a Wellbeing Specialist to get started.

You May Also Like:

• 50 Effective Interview Questions to Ask Candidates
• Screening Interviews: A Valuable Tool for Finding Top Talent
• How to Conduct One Way Interviews (Including 37 Example Questions)
• 42 Manager Interview Questions For HR Leaders to Ask

Resources:

• Lewis, L. (2019, August 30). Who You Gonna Call? How to Stop Ghosting in its Tracks. Indeed. Retrieved on September 25, 2023 from https://www.indeed.com/lead/strategies-to-stop-ghosting