Conducting interviews and being a good interviewer are crucial for hiring the best candidates for your company. You can learn more about the candidate when you engage in a great job interview. In addition, you can provide the potential employee with more information about your business, its objectives, and how their skills could add to your team.
Asking the Right Questions During Job Interviews
A critical component of a good job interview is asking the right questions. Doing so can help you better understand the candidate’s resume or cover letter. In addition, the questions you ask may also allow you to:
- Measure the individual’s ability to think quickly
- Ask the candidate to discuss how they have overcome various challenges
- Have the individual describe how they contributed to the success of their prior employer(s)
- Determine whether they will be able to perform the tasks of the position
Further, when you conduct job interviews, you can also compare potential candidates with others and narrow down the best fit.
How to Conduct a Job Interview
You can conduct a successful job interview by following these ten steps:
- Preparing for the interview
- Understanding the STAR interview process
- Describing the company and the position to the job candidate
- Explaining the interview process to the interviewee
- Learning about the candidate’s career aspirations
- Asking questions related to the job
- Gathering more information using follow-up questions
- Taking notes to help you remember critical information
- Allowing the candidate to ask questions
- Describing the next step(s)
Preparing for the Interview
You can prepare for the upcoming interview by:
- Evaluating the position that you are hiring for
- Going over the candidate’s resume or other information
In addition, you can determine whether the individual has the right experience and skills to fulfill the job duties. You can also create questions for the candidate during the interview preparation.
Some questions you could ask the individual include:
- What career accomplishment(s) make you most proud?
- Why do you want to work at this company?
- What made you apply for this position?
- What are your greatest strengths and weaknesses?
Understanding the STAR Interview Process
The STAR interview process is a technique you could use when interviewing a promising candidate. STAR stands for:
- Situation – Describe the situation or challenge faced
- Task – Describe the individual requirement or task
- Action – Describe the action taken to overcome the challenge or situation
- Result – Describe the result or outcome of the action taken
STAR is often used when candidates describe times when they used particular skills in the workplace or overcame professional challenges. You can also use the STAR method to create follow-up questions for the candidate or request more information about them.
Describing the Company and the Position to the Job Candidate
You can begin the interview by introducing yourself and your role at the company, then describe the position you’re trying to fill. This is also a good time to give the interviewee an overview and background of the company and how the role fits into the company’s short- and long-term objectives.
Explaining the Interview Process to the Interviewee
It can often help if you explain the interview process to the candidate. Doing so allows them to anticipate what they can expect during the meeting, how long the interview will last, and who will attend. This can help organize the interview and set clear expectations for all parties involved.
Learning About the Candidate’s Career Aspirations
You could also ask the candidate about their career goals in the beginning phase of the interview. This can help you better understand what they hope to achieve and whether they are a good fit for the organization.
Asking Questions Related to the Job
After you ask about the interviewee’s career goals, you can transition to more role-specific questions. In this step, you should be mindful of their ability to answer clearly and concisely and their poise and confidence when responding.
Gathering More Information Using Follow-Up Questions
Gathering more information about the candidate using follow-up questions allows them to expand on their previous answers. It can also give you more insight into their personality, experience, and thought process. Several pre-written follow-up questions can help you move seamlessly into this interview phase.
Taking Notes to Help You Remember Critical Information
Taking notes can help you remember critical information about the candidate, their experience, and your overall impression of them. In addition, you may also note the individual’s body language, as this can be useful when making a hiring decision.
Some of the items to look for can include:
- Eye contact
- Facial expressions
- Gestures
- Posture
- Pauses
- Fidgeting
- Handshake(s)
Allowing the Candidate to Ask Questions
Give the candidate time to ask questions. These could be about the company, position, or team members. The individual’s questions can allow them to determine whether the position and the company are a good fit. The type of questions a candidate asks can also allow you to measure their interest in the job.
Describing the Next Step(s)
The last component of the interview is describing the next step(s). Therefore, you should close the meeting by letting the candidate know what they can expect going forward, including when they will hear back from you. This is also an excellent time to inform the candidate of your timeline for filling the job.
Are You a Good Interviewer?
If you conduct good interviews, you can increase the chance of finding the right candidate for jobs in your company. This, in turn, can lead to cohesive employee teams working well together to accomplish the company’s objectives.
If you need additional tips or guidance on conducting successful interviews, it is recommended that you work with a human relations specialist who can guide you and provide you with more resources.
