Conducting an interview may seem far easier than being interviewed, however it is fundamental to be completely prepared for the interview experience before entering the room. Have you thoroughly read through the candidate’s CV? Do you have a copy available? Do you have a comprehensive range of questions ready? All of these factors, and more, will undoubtedly facilitate the interview process.

It is important to have a script prepared that outlines your progression throughout the interview – how will you begin the interview? What is the main focus? How will you round it up? Even if you know what questions you wish to ask, it is recommended to write them down in order to ensure that no important questions go surpassed. This is particularly applicable if you are interviewing alone.

Having a list of questions ready is also helpful when holding numerous interviews. This ensures that the reliability of the interview and avoids the occurrence of bias. It will also assist be of great help when holding the next round of interviews, in establishing what ground you will cover there.

Have a notebook handy to take note of relevant responses the candidate provides. This will also reflect positively on you as the candidate will understand that you are focusing on their answers, meaning that they will be more thoughtful with their responses.

By successfully conducting a job interview, you will be one step closer to hiring the candidate that is absolutely right for the position.

Begin the interview

At the beginning of the interview, greet the candidate begin with a few openers and short questions. Ask some general or factual questions, and explain how the interview is going to go. Give the candidate some time to answer and take the time to really listen to their responses. If you find the candidate elaborating too much in the beginning, it is appropriate to politely move on or try to focus on the specifics (e.g. ‘How long...?’ How many...?’). This way, the candidate is required to provide you with specific responses, while you will be able to gain key answers.

During the interview

Most of the interview should be spent asking specific behavioural questions based on the criteria that you have outlined in the job specification. It is generally a good idea to ask open-ended questions during the main course of the interview. Take the time to listen to the candidate’s responses and if they raise a point that triggers your interest, follow it through. Ask questions that are appropriate and relevant to the interview that will not cause offence to the candidate. It is unnecessary to make a candidate feel uncomfortable, as they will be less likely to be honest in their responses with you.

Focus on other aspects, such as the candidate’s body language and other characteristics. Does the candidate use frequent hand gestures? Do they look out of the window to think about their responses?

Towards the end

As the interview draws to a close, round up your questions and ensure that you have covered everything you need to cover. Once you have asked all of your questions, it is important to ask the candidate if they have any questions they would like to ask you. Provide the candidate with your business card or contact details, including your name, email address and telephone number. Thank the candidate and explain what the next steps are in the process and when you plan to follow up. Thank the candidate for coming and walk them out of the room.

Once the interview has finished, review your notes and fill in any gaps in your notes that may not make any sense in a few days time. Make a note of the most pertinent features of the interview, and recap any moments that stood out for you.