The hiring process is a vital part of any organisation’s success. As a hiring manager, you are responsible for ensuring that each candidate is carefully appraised and that the best person is chosen for the job. The cost of a bad hire can be high financially and in terms of morale, so getting the right team from the beginning is crucial.

A good interview can give you an insight into the candidate’s skills, experience, and personality, all essential factors for the recruitment process. It can be challenging, but with some thought and careful preparation, anyone can confidently give good interviews. In this post, we have reviewed expert advice from around the web to provide you with six strategies to help you get the most out of your own interviews.

Understand the Job and the Candidate

Before conducting any interviews, it’s essential to understand the specific job requirements and the qualities you seek in the candidates. Take some time to review the job description and the key responsibilities of the role. This will help you create a clear interview agenda, develop questions addressing the requirements, and seek evidence of the candidate’s abilities and experience. You should also review the candidate’s CV and cover letter for evidence of relevant skills and experience and to identify areas you want to discuss in detail.

Create a Positive Atmosphere

An interview can be a stressful experience, and creating a relaxed and positive atmosphere can go a long way in putting the candidate at ease. Start the discussion by introducing yourself and, if appropriate, taking the candidate on a tour of the office or interviewing room. This introduction can provide the candidate with a sense of familiarity, making them more comfortable.

Prepare your Questions

The key to a successful interview is to prepare a range of questions that allow you to evaluate the candidate’s suitability for the job. You should aim to ask open-ended questions encouraging the candidate to explain their skills, knowledge, and experience in depth. Then, ask follow-up questions that clarify their responses and provide more detail. Finally, having a few icebreaker questions is a good idea to help put the candidate at ease and create a positive rapport from the start.

Conduct a Structured Interview

A structured interview is one in which questions are predetermined and asked in a consistent order to all candidates. This approach helps to eliminate bias and ensure that all candidates are evaluated fairly. To set the tone, you should develop a standard interview format with an introduction and some basic questions. Then, use the same set of questions for all candidates, and try not to deviate from the list. Use a scorecard to track the candidate’s responses and compare them to the job requirements.

Be an Active Listener and Ask Follow Up Questions

One of the most important things you can do during an interview is to be an active listener. This means paying attention to the candidate’s words, asking clarifying questions, and summarising their responses. It’s also important to be respectful of the candidate’s time. Don’t interrupt them, and keep the interview from going on for too long. After the candidate has answered your questions, take some time to ask them follow-up questions. This will help you better understand their skills, experience, and qualifications. It’s also an excellent way to see how they think and respond to pressure.

Give Feedback

Finally, providing feedback to the candidate after the interview is essential. Tell them what you liked about their discussion, and give them constructive feedback on areas they need to improve. Be specific and provide examples of the expected behaviour or answer in certain situations. This helps the candidate understand the job requirements better and gives them insight into what they must do to succeed in the role.