19 Jun 2023
A job interview can be as daunting for an interviewer as it is for the interviewee. Whilst it is an opportunity for you to determine whether a candidate is qualified and suitable for the job vacancy, it also represents a chance for an interviewee to decide whether your organisation is a good fit for them and to voice any questions they may have about the role or company. We have put together a few pointers on how to maximise every interview you have with a candidate.
Prepare
You must prepare thoroughly and invest time in planning your questions and technique. You are representing your organisation as well as your professional self. A strong interview doesn’t necessarily need to comprise stereotypical tough questions such as ‘What’s your greatest weakness?’.
Instead, shape your questions around the job description and your company's values. For instance, asking a behavioural question such as ‘Give me a situation where you faced a challenge at a workplace and how did you overcome it?’ reveals far more about a candidate’s problem-solving skills and initiative than an ill-thought, vague and challenging question.
Meeting the Candidate
This can be the most awkward part. No matter how many interviews candidates have been to, they will still have butterflies when sat in new surroundings opposite a potential employer. Whilst you may be nervous yourself, try not to let it show. Smile. Take the initiative and offer to shake their hand. Let the candidate settle in and ask them general questions about their well-being, weather, and journey. Offer them a glass of water. If time permits, offer them a tour of the premises. These small gestures will go a long way to eliciting better answers from your candidate. Remember, the best candidate isn’t necessarily the one who oozes confidence from the outset. Some people need coaxing out of their shells.
Structure the Interview
Firstly, explain to the candidate how the interview will run. It is good practice and provides a framework for both interviewer and interviewee to follow. Interviews go quickly, so try not to waste questions which may have the candidate repeating answers. Shape questions around the job description, candidate rationale and the skills and/or qualifications required for the role. Intersperse harder questions, such as ‘What sets you apart from other candidates?’ with easier, yet equally as necessary, questions, such as ‘Do you have any experience in working as part of a team?’. Ensure you end the interview by asking if the candidate has any questions.
Post-interview
Whilst the interview may be over, it is important to remain polite and professional in front of the candidate. Shake their hand once more, exchange a trivial comment or two and show them to the door. Tell them you will be in touch and thank them for their time. Even if they are not the right candidate for the role, they will leave with a good impression of the company, and neither you nor they will have wasted valuable time.
