Tips and techniques for interviewers
Uncover strategies for improving the hiring process and making better decisions with our guide to interview techniques for employers.
While it’s a crucial part of any hiring process, conducting interviews doesn’t need to be complicated. Whether you’re conducting a first, final, panel or competency-based interview, there are numerous techniques you can implement to set the right tone and identify the candidate with the skills required for the role.
In this article, we look at the steps you can take to ensure your interviews are conducted smoothly and effectively.
Check out our guide to interviewing in 2025 for a more tips on hiring the right talent for every role
The interview skills you need to hire successfully
Conducting a successful interview process requires a certain skill set.
These are mainly soft skills that most hiring managers will possess and can work on to improve. Think about your abilities with the following skills and how you can develop them to become a master at conducting job interviews.
1. Listening
This is the number one skill you need to be a good interviewer.
If you’re not listening carefully to what a candidate is saying during an interview, you’ll miss out on strong candidates and could end up making less than ideal hiring decisions.
Listening is all about picking up on the key points, so practice active listening and note-taking to help you keep a record of the interview.
2. Communication
Following on from listening, you’ll want to be able to communicate well with a candidate during a job interview.
You can improve your communication skills by practising asking the questions with a colleague beforehand and ensuring you’re following the structure for the interview.
This also encompasses your interpersonal skills, making the candidates feel at ease and engaged throughout.
3. Analysis
Reviewing and analysing the answers a candidate has given during an interview is vital to the hiring process.
You’ll need analytical skills to work out whether their demonstrable experience and competencies will make them a success for the role you’re hiring for.
4. Understanding of your organisation and strategy
This is something you need to be on top of when hiring for teams within any organisation.
Without a comprehensive understanding of your organisation and its wider goals, strategy and objectives, you won’t know what jobs need filling and what skills or expertise are holding the organisation back.
5. Self-awareness
Having a good level of self-awareness is important for any hiring manager.
You’ll want to be aware of your own biases and how they can affect an interview process, as well as the fact that we all have unconscious bias which needs to be mitigated throughout.
Preparing for an interview
Taking the time to prepare in advance is key to conducting interviews that help you hire the right talent.
Below we’ve outlined some of the steps you can take to ensure your next round of interviews runs smoothly.
Send candidates all the information they need
Providing candidates with all the basic details they need in advance is vital to ensuring they come to the interview fully prepared and able to perform at their best. This includes:
- The format of the interview, i.e. competency-based
- The address if it’s in person or a link if you’re conducting video interviews
- A copy of the job description or job advertisement
- Any extra information, such as questions in advance or details of any presentations that will form part of the interview process
Book a private or quiet room
Whether it’s face-to-face or remote, all interviews need to be conducted in a quiet, calm space free from distractions. This helps to ensure the candidate feels comfortable and that the process is professional.
Print and read the candidate’s application materials
Having a printed copy of the candidate’s CV, cover letter, or (if applicable) portfolio, can give you crucial information that you can refer to quickly during an interview.
You should also have read these thoroughly ahead of time so you’re not asking basic questions that the candidate has already provided answers to. Make a note of anything that stands out to you that you’d like to follow up on during the interview.
Attend the interview on time
Creating a welcoming atmosphere and demonstrating your organisation’s professionalism is key during the hiring process. As a result, it’s vital to ensure that you always strive to be punctual when conducting interviews with candidates.
Interview techniques
Interviews are a two-way process that require effort from both the interviewee and interviewer. So, let’s take a look at the techniques you can utilise to engage candidates and make the most of your interviews.
Structure the interview
To structure your interview effectively, form a framework for your interview questions that covers the key aspects of the job description, incorporating both hard and soft skills. Be clear in your questioning, avoiding ambiguity that could confuse the candidate.
Opt for open-ended questions to elicit more detailed responses rather than simple ‘yes’ or ‘no’ answers. Also steer clear of leading questions, such as “You’re competitive, aren’t you?”, which can influence the candidate’s response.
Stay objective
Maintaining objectivity is crucial during interviews to:
- Reduce bias
- Find the best candidate for the role
So, stay open-minded, reserving judgment about the candidate and their experience. Furthermore, you can work to avoid and overcome biases by asking competency-based questions and having an objective scoring system.
Create a positive candidate experience
Start by approaching the interview with optimism and enthusiasm. This helps to put the candidate at ease and creates a more enjoyable experience for everyone involved. You can engage with candidates by:
- Maintaining eye contact
- Smiling
- Using positive body language
This bit is tricky and can take practice, but strive to find a balance between being friendly and maintaining professionalism throughout the interview.
Manage the interview
Effective interview management involves taking control of the conversation and redirecting it if the candidate begins to deviate from relevant topics.
While taking interview notes is important, ensure you’re giving the candidate your focus. If you’re interviewing as a panel, you could give one person the task of note-taking while the other conducts the conversation.
Be prepared to rephrase questions if the candidate has difficulty understanding. Provide feedback throughout, such as acknowledging relevant experiences, and ask the candidate to elaborate if any points are unclear or concerning.
Finishing the interview
Finishing the interview
Wrapping up is a vital part of the interview process, as it allows the candidate to ask questions and gives you the chance to once again highlight the benefits of working at your organisation. Remember, the candidate has their own decision to make.
Even if the candidate really impresses in their answers, don’t overpromise or make an offer on the spot. Always give yourself time to consider and compare them against other candidates.
Finally, to maintain professionalism, don’t openly discuss other interviews. 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
Implementing a set format for your interviews means that each candidate has the same experience and the same chance to prove themselves, ensuring objectivity throughout.
There are various ways you can structure your interviews, but the example below can act as a template to help you get started:
- Introductions: Start with some basic introductions. If it’s a panel interview, have each person introduce their name and job role in turn, and give the candidate a chance to introduce themselves.
- Overview of the team/organisation: It’s good practice to follow personal introductions with a basic introduction to the organisation, encompassing things like structure, divisions, projects, vision, and values.
- Reminder of the key role requirements: This can help to focus the interview back onto the competencies you’re looking for in this role. For example, this could be a brief summary of the job description.
- Your questions: Remember this shouldn’t just be a series of questions. Try to make it a conversation with some back and forth. Follow up on anything you’re unclear of from their answers and give positive responses to any answers that clearly demonstrate their suitability.
- Candidate questions: Giving the candidate time and space to ask any of their own questions at the end is an important part of any interview.
- Keep to the timeframe: Typically 45 minutes to an hour is the optimum length of an interview. Any longer and consider factoring in a short break.
- Thank them: Thank the candidate for their time and give a timeline for when they can expect to hear back – try to commit to this.
- Give feedback: Whether they are successful or not, the candidate deserves to be given feedback, with details of any other relevant job opportunities within your business if you think they’d be a good fit for another team.