Tips and techniques for interviewers

As a hiring manager, part of your role is to bring the best out of your interviewees. Conducting a successful interview doesn’t need to be complicated. Whether you’re conducting a first, final, panel or competency-based interview, you can set the right tone by following these simple interviewer techniques.

Practical considerations of interviewing

Taking the time to prepare in advance is key to conducting successful interviews. Depending on your company, sometimes it’s necessary to start the preparations weeks in advance. Take these points into consideration prior to the interview.

Checklist for interviewers

• Send the candidate an interview confirmation email. This should include parking details, address, where to go on arrival, job description and any documentation they need to bring
• Check if the candidate needs any alterations for the interview or has any accessibility requirements
• Book a private/quiet room for the interview (both face to face and telephone/video)
• Print the candidate’s CV/portfolio
• Prepare any forms the candidate needs to complete on arrival
• Note down anything of interest from CV and any additional details you’ll need to find out
• Meet the candidate promptly; offer them a drink
• Follow a set interview structure to allow for fair comparison against other candidates

The skills you need to be a successful interviewer

• Communication – having the ability to make yourself understood
• Listening – being able to pick out key points
• Interpersonal – making the candidate feel at ease and engaged
• Analytical – assessing strengths and weaknesses from their CV and interview
• In-depth knowledge of the role – being able to answer all questions and convey the role realistically
• Understanding of team/business strategy – knowing whether or not the candidate fits with the wider business aims and team
• Awareness of internal bias – approaching the interview without prejudice
  • Consider undertaking unconscious bias training if offered by your employer
• Emotional intelligence – being able to read between the lines and pick up on signalling
• Empathy – being able to relate to your candidate’s ideas and experiences
• Articulation – making yourself understood using professional and approachable language

Interviewer techniques

Interviews are a two-way process that require effort from both the interviewee and interviewer. An effective interviewer will have a good awareness of their role in the process. Below are several interviewing techniques to help you engage your candidates.

• Form a framework for your interview questions to make sure they cover the key aspects of the job description. The framework should incorporate both hard and soft skills
• Remain open-minded and reserve judgement about the candidate and their experience
• Approach the interview with optimism
• Avoid asking questions in an ambiguous way that could confuse the candidate
• Ask open questions to avoid ‘yes’ or ‘no’ answers
• Remember to highlight the benefits of working at your organisation – the candidate has their own decision to make too
• Don’t ask leading questions e.g. “You’re competitive, aren’t you?”
• Be engaging – use eye contact, talk with your hands, smile
• Do your best to put the candidate at ease; see past any immediate nerves
• Take control and realign the conversation if the candidate starts to deviate
• Avoid taking too many notes – write shorthand instead
• Be prepared to rephrase questions if the candidate is struggling to understand
• Be an active listener by using body language and responding to verbal cues
• Give feedback throughout e.g. “That experience sounds really relevant”
• Try to find the balance between being friendly whilst remaining professional
• Ask the candidate to elaborate on any points that are unclear or concerning
• Don’t strive for perfectionism. All candidates will have areas they can develop
• Give the candidate the opportunity to ask their own questions
• If you like the candidate, show them you’re positive about their interview. But don’t over promise or make an offer on the spot – give yourself time to consider and compare against other candidates
• Don’t openly discuss other interviews with your candidate
• To avoid giving the candidate false hope, talk hypothetically about the ‘successful candidate’ e.g. “The successful candidate would be responsible for our social strategy”

Interview format and structure

Always make sure your interviews follow a set format. You can start the interview by explaining the format to the candidate so they know what to expect.

• Introduce yourself and your role
• Overview of the team and business – structure, divisions, projects, vision, values
• Reminder of the key role requirements and basic responsibilities
• Your questions
• Their questions
• Keep to the timeframe (typically 45 minutes to an hour is the optimum length)
• Thank them for their time and give a timeline for when they can expect to hear back – commit to this
• Give the candidate feedback whether they’ve been successful or not. Provide details of any other relevant job opportunities within your business if you think they’d be a good fit for another team