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by Indeed
The strategies you use in your interviewing process can significantly impact your ability to attract and secure skilled hires. Read on to learn about leading interviewing methods and what you can do to make your interviews more effective.
There are dozens of strategies that you can use when interviewing potential hires. Some of the most common techniques used by job interviewers include:
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Structure-based interviews adhere to a predetermined time frame or schedule. Interviewers use this strategy to help with pre-planning and overall preparation. Before a structure-based interview, the interviewer prepares a list of the questions they intend to ask and topics they want to cover. After meeting and exchanging pleasantries with the interviewee, the interviewer provides a brief overview explaining how the interview will proceed. This helps to manage the interviewee鈥檚 expectations and puts them at ease by eliminating any chance of surprises.
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A pitfall of this strategy is the possibility of the interview seeming rigid or overly formal, so it is important to tailor the questions to fit the specific interviewee and to encourage honest answers. If the interview operates on a time limit, it is also important to set aside a few minutes at the end of the meeting to allow the interviewee to ask questions.
Rapport-based interviewing makes use of casual conversation instead of following a strict format. Rapport-based interviews often begin with the interviewer making an effort to get to know the interviewee by asking friendly questions concerning their career goals, their background or their hobbies. After establishing a relaxed atmosphere, the interviewer then transitions into asking questions related to education, experience and skills. The goal of rapport-based interviewing is to acquire an accurate understanding of who the interviewee is as an individual.
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A rapport-based interview requires a two-sided conversation. Often, interviewees are nervous, so building rapport can help to encourage confidence and eliminate any awkwardness. A drawback of this technique is the possibility of the conversation drifting off-topic. The interviewer can keep a list of questions or talking points on their desk to make sure they stay on track and do not accidentally skip any crucial topics.
An information-based interview is structured as an exchange of information. The purpose of this strategy is to trade pieces of information back and forth between the interviewer and interviewee. To accomplish this, the interviewer begins by asking broad, general questions. This encourages the interviewee to provide lengthy answers, usually packed with relevant information. If their answers are not specific enough, the interviewer can ask clarifying questions as a follow-up.
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Once the interviewee has answered thoroughly, the interviewer can then respond by sharing relevant information about the company or themselves. This facilitates a continuous exchange of information between the two parties, putting them on equal footing and promoting two-sided communication. As the interview progresses, the interviewer can ask increasingly specific questions until they have all the information they need to make a hiring decision.
There are several tips and tricks you can use to increase the efficiency of your interviewing process. Here are some suggestions for things you can try during your next round of interviews:
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Before conducting an interview, be sure to read the applicant鈥檚 cover letter and resume thoroughly. Take note of their education, experience level and skills and use the information to guide your line of questioning. Look for gaps in their employment history, unusual job titles, atypical skills or anything else that you would like them to explain or clarify in person. Write down their career goals or objectives, their salary requirements and anything else that you would like to discuss during the interview.
One of the best ways to keep an interview from feeling stale or repetitive is to ask creative and dynamic questions. Asking common questions like 鈥淲hat are your professional strengths?鈥� will likely prompt a rehearsed and unoriginal answer. To facilitate an interesting and meaningful conversation, try asking questions that catch the interviewee off-guard. Examples of thought-provoking interview questions include: 鈥淭ell me about the last time you learned something new,鈥� 鈥淗ow would your previous coworkers describe you?鈥� and 鈥淗ow do you think our product/service could be improved?鈥�
Deciding who conducts your company鈥檚 interviews is a crucial part of setting up the interview process. If possible, it is often a good idea for the new hire鈥檚 direct supervisor to conduct the interviews. Since they will work alongside the employee in their new role, they are likely the best judge of who is the best fit for the position. Another option is to have a small team of employees conduct the interviews and then compare notes. Involving multiple personalities and perspectives can lead to more informed decisions.
Here are answers to some frequently asked questions about interviewing:
Interviewers should dedicate time and effort to preparing for every interview. This often includes reading the applicant鈥檚 resume, conducting an internet search for their name and contacting any professional references. Interviewers should formulate questions that are specifically relevant to the interviewee and the position they are applying for. Interviewers can also anticipate questions that the interviewee might ask and prepare answers in advance.
There are several formats that a job interview can take but most follow a similar structure. Typically, an interview begins with introductions and the exchange of pleasantries. Next, the interviewer begins asking questions about the interviewee鈥檚 work history and their professional capabilities. Then, the interviewer may provide information about the role, its responsibilities and the next steps of the hiring process. Finally, the interviewee is encouraged to ask questions before the interview comes to a close.
Location plays a significant role in the effectiveness of your interview. Finding a quiet place will allow you to connect with a candidate without distractions.
Unless you鈥檝e planned to include colleagues in the interview, be sure to hold the interview in a place where you can maintain a private, one-on-one conversation. This way, the candidate won鈥檛 feel pressured by people nearby who may overhear them.
For businesses in traditional office spaces, make sure to reserve your interview room as soon as possible. If your company culture is more relaxed, you may wish to conduct the interview in a casual setting such as in a lounge area or cafe off-site. Businesses like retail shops and restaurants often interview candidates in a back office, break room or another quiet area inside their place of business (e.g., restaurant dining room).
Double check that everything is in order before the interview takes place. This will ensure a smooth and effective interview experience, and leave the candidate with a good impression of your company.
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Plan out a list of to ask a candidate based on the job requirements and their resume or CV.
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The number of interview questions you should prepare depends on what stage your candidates are at in the interview process. Initial phone screens, for example, are often 20-30 minutes long, which means it鈥檚 a good idea to prepare 5-10 questions. For longer in-person or video interviews, come up with 10-15 open-ended interview questions and expect to ask six or seven within an hour.
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Be sure to include open-ended so candidates can elaborate on their skills and experience, and display their ability to tackle challenging topics. These types of questions will also help you assess a candidate鈥檚 critical thinking and communication skills.
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Other types of interview questions to consider asking include:
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When you create new interview questions, always check with your legal department to ensure you鈥檙e not violating any compliance regulations.
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Related:
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One of the most important interview techniques is to take time to carefully review each candidate鈥檚 resume and/or cover letter shortly before the interview. This way you can easily recall important information about the candidate.
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Beyond asking the specific interview questions you prepared in advance, encourage conversation by asking the candidate to explain and elaborate on the bullet points in their resume. You can also ask them to clarify any employment gaps, job hopping or unusual job titles.
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Carefully reviewing the candidate鈥檚 resume will help you formulate the right questions, guide the conversation and gain better insight into how well the candidate鈥檚 skills and experience match the job duties.
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It鈥檚 important to remember that candidates are looking for the right company and job to fit their needs as much as you鈥檙e looking for the best candidate to hire. Make a positive impression by welcoming the candidate and treating the interview like a casual conversation.
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Take the first 5-10 minutes at the start of the interview to build rapport with the candidate, loosen up their interview nerves and make them feel more comfortable. Ask how their day is going, if they had any trouble finding the interview location and if they鈥檇 like a glass of water before starting. You can also bring up anything you have in common with the candidate. For example, did you attend the same college? Do you have similar interests? Have you worked for the same company in the past?
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An excellent way to encourage candidates to accept a job offer (should you decide to hire them after the interview process) is to mention aspects of the company and work life that current employees find enjoyable. For example, if your company offers unique perks, such as on-site fitness classes or unlimited vacation, it鈥檚 worth sharing these benefits during the interview process.
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Interviews should be two-way streets, so make sure to leave enough time at the end for candidates to ask any questions they may have. This can also reveal how engaged and interested a candidate is in the role and company.
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After the interview, let candidates know what they can expect. Explain your company鈥檚 hiring process, especially if it鈥檚 complex and involves multiple rounds or conversations with other interviewers.
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Be clear about what next steps will be. Should they expect a phone call or email? How long will it take for you to make a decision? When are you hoping to fill the position?
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Instead of using the traditional interview process, you may want to consider bringing in multiple candidates as part of a . This interviewing technique is useful if you need to hire a relatively large number of people quickly and for similar roles.
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Group interviews can also help you assess how a candidate interacts in a team environment. By providing a group of candidates with a test assignment, you can observe teamwork skills as well as how they apply their professional abilities to complete a task.
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Even if you decide not to move forward with a candidate, it鈥檚 important to let them know instead of leaving them hanging. Following up shows that you respect the candidate鈥檚 time and effort and can create a positive reputation and candidate experience.
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Once you鈥檝e made your decision, make a phone call to successful candidates to tell them the good news 鈥� whether it鈥檚 extending them an offer or scheduling the next round of interviews. Consider sending an email to unsuccessful candidates explaining what they did well and why you made your decision 鈥� and make sure to thank them for their time.
By using the right interview techniques, you can not only quickly find the right candidate for the job, but build a positive brand reputation that can improve your candidate experience. People talk about how they鈥檙e treated during the interview process, so make sure you鈥檙e giving them something great to talk about.