Well-planned interviews are strong predictors of job performance and are suitable for recordkeeping. Interviewers and applicants evaluate each other during the interview. For example, while a hiring manager assesses whether an applicant is qualified for the job, they consider whether they want to work for the hiring manager and your company. If the applicant is not convinced, they might reject the job offer. Before the interview, review the position description to determine which competencies to assess in the interview. Identifying which competencies are required upon entry and learning on the job is crucial.
Preparing for an interview is as crucial for the interviewer as it is for the interviewee. An interviewer who puts applicants at ease creates the best environment to gather helpful information. In addition, a properly planned and executed interview can be a good predictor of job success. Therefore, before the interview begins, prepare all the necessary documents that will be needed. These documents should include the candidate’s scorecard, resume, the questions asked, and any documents the candidate provided.
If the interview occurs online, have everything ready ten minutes before the appointment. This list includes proper lighting, a working microphone and camera, and ample battery time for the computer or phone. If a poor internet connection disconnects the interview, quickly try to reconnect. If the problem persists, switch to a different platform or a phone interview.
Tips for Creating an At-Ease Environment
- Choose a place where there will be no interruptions; this includes phone calls.
- Seating arrangements should be the same for all applicants.
- Welcome the applicant warm and friendly manner, and offer them water if possible.
- If more than one person is conducting the interview, introduce everyone.
- Thank the applicant for their interest in the position and for coming to the discussion.
- Briefly describe the job and relevant organizational characteristics to make the applicant comfortable in the setting.
- Explain the interview process in a standardized way and provide a realistic timeline.
- Inform the applicant that notes will be taken throughout the interview.
- Ask the applicant if they have questions before beginning the interview. Let them know there will be time for their questions after the interview.
Conducting the Interview
The purpose of the interview is two-fold. First, the interview allows the hiring manager or the recruiter to gather additional information about an applicant’s job-related skills, abilities, and knowledge beyond what was presented in their resume or application. Secondly, it allows the applicant to learn more about your business or school and the relevant working environment, determining if their qualifications and career ambitions align with the position. Remember, your school or companies will likely hire candidates from all backgrounds and experience levels. These interviews are designed to determine if the candidate has the right attitude and the potential to learn from your business or school. It is not about whether a candidate is more skilled or not.
When conducting the interview, please speak around 20% of the time, allowing the applicant around 80% of the time. Keep the interview within this format below:
Step 1: Icebreaker (3 minutes)- build rapport
Step 2: Resume Review/Job Questioning (30 minutes)
Step 3: Salary Expectations (1 minute)
Step 4: Candidate questions/What are the next steps (5 minutes)
Avoid asking these kinds of questions during the interview:
Common interview questions like “What are your Strengths/Weaknesses?”. The candidate has already memorized and answered this question multiple times; therefore, it will not work when accurately judging the candidate.
Behavioral questions act as “leading questions.” Leading questions push a candidate toward the desired answer. But, unfortunately, these questions rob us of our chance to find out if someone is a problem solver or problem bringer. An example of a leading behavioral question is, “Tell me about a time you had to adapt to a difficult situation. What did you do?”.
Hypothetical Questions should be avoided at all costs. Most hypothetical questions begin by asking, “What if…..”. These questions are problematic because the answers they inspire are usually idealized.
Do not ask Undifferentiating Questions. For example, asking about the candidates’ favorite food will not help the company differentiate between high and low performers.
During the Interview
Remember to keep a positive and confident tone throughout the interview. Check if the references the candidate provided are accurate; please ask them if they have not provided any references. Although the candidate scorecard should be with you in the interview, refrain from marking it where the candidate can see the paper. Candidates cannot see their scorecards as it may affect their answers. If you are unsure of the interviewee’s answer, ask them to provide more detail. Don’t be afraid to summarize a candidate’s answer. Doing so will show active listening, making the interviewee feel heard. Instead of using phrases like “Tell me more,” try to connect with the candidate by sharing similar stories you’ve experienced.
The icebreaker stage of an interview is essential to build rapport and comfort between the candidate and the hiring manager. However, throughout the interview, keep connecting with the candidate by calling the person by their preferred name, being friendly and cordial, showing sincere enthusiasm when discussing a major accomplishment, showing your sense of humor, and keeping track of time. Have at least 20% eye contact during the interview, but no more than 50%, especially when asking questions. Staring at a candidate the entire interview will make them feel uncomfortable.
Always maintain control of the interview process. Do not allow the candidate to take over the interview process that has been laid out. Interviewees may try to avoid a topic or question by discussing items that do not relate directly to the question. If this occurs, ask them politely to return to the question. A way to say this is, “Your experience with _____ sounds fascinating, but I’m concerned we won’t have time to complete this interview if we do not get back to discussing the last question.”
At the end of the questioning period, discuss the salary expectations to avoid any future confusion between the branch and the candidate. After an understanding is reached, ask the candidate if they have any questions. These quick little tips can help you improve your interviewing skills for any future interview you have.