Top Tips on How to Conduct an Interview

Job interview preparation starts long before any candidates even apply — you need to know precisely what the team is looking for (and therefore what questions to ask). That should all be determined by drafting up a solid job description and interview guidelines, so you’ll know how to perform an interview for this specific role and person. But don’t forget to add in some of those more typical job interview questions, too, so you can get a good idea of their personality.

Here are some things to keep in mind:

Make sure your candidates know ahead of time what to expect from the interview — who’s going to be there, what are their job roles, how many people can they expect? This will also help them with their own job interview preparation, resulting in a better experience for everyone. You may also want to set out the whole process for them, so they know how many interviews rounds to expect, as well as how long each round is likely to take (not just minutes per interview, but waiting periods between each stage, too).

You’re the first contact a candidate has had from the business, and you only get one chance at first impressions. Whether it’s face-to-face or online or over the phone, you should know how to interview somebody in a consistently professional way, no matter the method. Make sure your interviews are taking place in a quiet, private space where you won’t be interrupted. For virtual interviews that you take while working from home, make sure your background is neat and tidy (or consider the blur background option). Any face-to-face interviews should happen in a clean and tidy room.

No one likes repeating themselves. If you can get the answer to any of your questions from the candidate’s CV, then don’t spend time asking them in the interview — doing so also gives a clear message to the candidate about where your own job interview preparation was lacking. If you need any clarification on any part of their resume, try setting up questions with “I know you shared on your CV that …” or something similar, so it’s clear to the candidate that their CV has been acknowledged.

Bring a paper and pen for notes if you’re taking face to face interviews or tell candidates you’ll be typing up notes as you go if your interview is taking place online. If you’re taking a structured interview, share the general outline of the meeting at the start.

Businesses are required by law to make reasonable accommodations for candidates who need it. This can range from ensuring the interview is taking place in an accessible room to allow extra time to answer questions or sharing interview guidelines (for a structured interview) ahead of time. Always make sure you’re aware of what the candidate needs in advance and prepare accordingly.

It goes without saying that you should pay attention to what candidates are saying, but make sure you are actively listening. There’s every chance you’ll be asking the same typical job interview questions and hearing the same thing again and again when it comes to qualifications, processes, and the general nuts and bolts of a role, so it’s the things that make each candidate unique you need to be listening out for. This is where something like the STAR method comes in handy…

The STAR method is one of the most popular interview techniques that helps you assess a candidate’s behaviour and habits in the workplace. STAR stands for:

•  Situation
•  Task
•  Action
•  Result

This method comprises of questions that start with ‘Tell me about a time…’.

For example, “Do you know SEO?” would only result in a yes or no answer, but “Tell be about a time you used SEO” results in a mini case study of how and when the candidate applied this skill. The STAR method is a great way of getting more from your interview questions as well as a better insight into your candidate.

The 5 Cs of interviewing usually describe job interview preparation for candidates but can also determine how to conduct an interview better, for example, do your current interview techniques allow candidates to express all of the following?

- Competence: Can the candidate do the job? Do they demonstrate the knowledge and experience needed?

- Confidence: Do they present themselves with positivity? Are the assured in their answers and skills?

- Communication: Do they talk clearly and effectively? Is their body language open and positive?

- Connection: Are they listening and showing genuine interest in what you have to say?

- Curiosity: Do they have questions prepared to help them better understand the role and business?

The STAR method is one of the most popular interview techniques that helps you assess a candidate’s behaviour and habits in the workplace. STAR stands for:

•  Situation
•  Task
•  Action
•  Result

This method comprises of questions that start with ‘Tell me about a time…’.

For example, “Do you know SEO?” would only result in a yes or no answer, but “Tell be about a time you used SEO” results in a mini case study of how and when the candidate applied this skill. The STAR method is a great way of getting more from your interview questions as well as a better insight into your candidate.

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