Interviewing is a critical skill for hiring managers, yet many new managers often step into the role without formal training in how to conduct effective interviews. Poor interviewing can lead to hiring mismatches, wasted time, and lost resources, while strong interviewing helps organizations find the right talent and fosters a positive candidate experience. Whether you’re a newly minted manager or looking to refine your process, this guide will equip you with essential interviewing techniques.
Understanding the Purpose of Interviews
Interviews go beyond evaluating technical qualifications. They help hiring managers assess cultural fit, problem-solving abilities, communication skills, and adaptability. An effective interview balances assessing the candidate’s fit for the role while providing a glimpse of what it’s like to work with your organization.
Preparing for the Interview
1. Understand the Job Role Thoroughly
Before interviewing, ensure you fully understand the role’s responsibilities, required skills, and success metrics. Review the job description and collaborate with the team or department leads to clarify any ambiguities. Knowing the role inside-out helps you ask relevant questions and evaluate responses effectively.
2. Define Key Competencies
List the competencies critical for the role, such as technical expertise, teamwork, leadership, or adaptability. These will guide your questioning and evaluation.
3. Review Candidate Resumes
Take time to review each candidate’s resume and application materials. Note any gaps, overlaps, or unique experiences to explore during the interview.
4. Structure the Interview
An unstructured interview can lead to incomplete assessments and bias. Create an outline, including:
- A brief introduction and icebreaker.
- A company overview.
- Role-specific questions.
- Behavioral and situational questions.
- Candidate questions.
Interview Techniques for Success
1. Create a Comfortable Environment
Start the interview with small talk or an icebreaker to help the candidate relax. A comfortable candidate is more likely to provide genuine responses. Ensure the setting—whether in-person or virtual—is professional, free from distractions, and conducive to conversation.
2. Ask Open-Ended Questions
Open-ended questions encourage candidates to share detailed responses and provide deeper insights into their experience and thought processes. For example:
- “Can you walk me through a project where you solved a complex problem?”
- “How do you prioritize tasks when managing multiple deadlines?”
Avoid yes/no questions, which limit conversation and offer little insight.
3. Use Behavioral Questions
Behavioral questions are powerful for assessing past performance, which is often a strong indicator of future behavior. Use the STAR method (Situation, Task, Action, Result) to guide candidates in structuring their answers. For example:
- “Tell me about a time when you had to deal with a difficult coworker. How did you handle the situation?”
4. Incorporate Situational Questions
Situational or hypothetical questions help assess a candidate’s problem-solving skills and ability to think on their feet. For instance:
- “If our company were facing a sudden drop in revenue, what steps would you take to address it?”
These questions can be tailored to scenarios the role is likely to encounter.
5. Listen Actively
Good interviewers listen more than they speak. Use non-verbal cues like nodding and maintain eye contact to encourage the candidate. Avoid interrupting and take notes for follow-up questions.
6. Probe for Depth
If a candidate provides a vague or surface-level answer, don’t hesitate to ask follow-up questions to dig deeper. For example:
- “Can you elaborate on your specific role in the project?”
- “What challenges did you face, and how did you overcome them?”
7. Evaluate Cultural Fit
Cultural fit doesn’t mean hiring someone just like your existing team; it means assessing whether the candidate’s values, work style, and goals align with the company culture. Ask questions like:
- “What type of work environment helps you thrive?”
- “How do you prefer to receive feedback?”
Avoiding Common Pitfalls
1. Bias
Unconscious bias can affect interview outcomes. Be aware of potential biases related to gender, ethnicity, education, or personality. Use structured scoring rubrics to evaluate all candidates objectively.
2. Talking Too Much
The interview is about the candidate, not you. While it’s important to share information about the role and company, ensure you’re not dominating the conversation.
3. Neglecting the Candidate’s Experience
A poor candidate experience can harm your organization’s reputation. Be punctual, prepared, and courteous. Clearly explain the next steps and timelines.
Post-Interview Best Practices
1. Score and Compare Candidates Objectively
Use a consistent evaluation method to compare candidates. Create a scoring rubric based on the key competencies defined earlier, and rate each candidate immediately after the interview while your impressions are fresh.
2. Collaborate with the Hiring Team
Involve team members in the decision-making process. Share your observations and encourage them to provide their input based on their interactions with the candidate.
3. Provide Feedback
If a candidate isn’t selected, offer constructive feedback if possible. Thoughtful feedback shows professionalism and helps candidates grow.
Building Long-Term Interviewing Skills
1. Seek Feedback on Your Technique
Ask peers or HR professionals to observe your interviews and provide feedback. Reflect on areas where you can improve.
2. Stay Updated on Best Practices
Interviewing trends and techniques evolve. Stay informed by attending workshops, reading books, and engaging with HR communities.
3. Practice Empathy
Put yourself in the candidate’s shoes. How would you want to be treated during the interview process? Empathy helps create a positive experience for all parties involved.
Case Study: Applying Effective Techniques
Imagine you’re hiring for a marketing manager role. You’ve defined the competencies: strategic thinking, creativity, and team collaboration. During the interview:
- Start with an icebreaker: “What’s your favorite recent marketing campaign, and why?”
- Ask behavioral questions: “Tell me about a time you led a campaign that exceeded expectations. What made it successful?”
- Probe for depth: “How did you handle challenges during the campaign?”
- Evaluate cultural fit: “Our team often works cross-functionally. Can you describe your experience collaborating with other departments?”
- Conclude with an opportunity for questions: “Do you have any questions about our team or the role?”
By following these steps, you gather valuable insights and create a positive impression.
Conclusion
Interviewing is a blend of art and science, demanding thorough preparation, attentive listening, and adaptability. For new hiring managers, developing strong interviewing skills is crucial to building effective teams and driving organizational success. By gaining a deep understanding of the role, crafting thoughtful questions, and steering clear of common pitfalls, you can create a process that benefits both you and the candidates. Continuously hone your techniques, and remember that every interview is a chance to learn, improve, and make better hiring decisions.
Interviewer.AI is a technology platform purposely built to support Recruiters and HR teams in finding top talent for their companies. We also work with universities to help them with admissions and coaching, helping them use technology to solve for talent and training. Our mission is to make hiring equitable, explainable, and efficient. to screen in advance and shortlist the candidates that meet the criteria set.
Learn more about how Interviewer.AI can help your business. Schedule a demo today!
Srividya Gopani is the Co-founder, Chief Marketing and Product Officer at Interviewer.AI. She enjoys working on technology which is central to this role as the driver for marketing and product for Interviewer.AI.
