1. Prepare
To prepare effectively for an interview, start by researching the candidate. Review their CV, cover letter, and any other submitted materials to understand their background and experiences.
It’s important to understand the job description, what’s required, and the skills needed for the role. This will help you make questions specific to the job. Decide how the interview will go, including how much time each part will take, like introductions, asking questions, and letting the candidate ask questions too.
Creating questions before the interview is essential. Make a list of questions that match what the job needs and what the company is looking for. Make sure to have a mix of questions about skills, behavior, and situations. Doing this will help you have a good and thorough interview.
2. Create a Comfortable Environment
Set up a comfortable interview space by ensuring is quiet, well-lit and free from distractions.
Set up the seats so people can talk easily. Being on time shows you respect the candidate’s time and starts the interview in a good way.
Begin with a warm welcome, greeting the candidate warmly, offering them something to drink, and having a few minutes of casual conversation to help them relax.
Finally, tell the candidate what will happen in the interview, like how long it will take and what the structure will be. This will make the interview feel friendly and professional.
3. Ask Behavioural Questions
Asking behavioural questions is crucial because they show how a candidate dealt with situations before. This can help predict how they’ll behave in the future.
To get the most out of these questions, use the . This means asking about the Situation, Task, Action, and Result. It helps candidates give detailed answers. You can ask questions like, “Tell me about a time when you faced a big challenge,” or “Describe a situation when you had a tight deadline.”
When you’re judging the answers, look for specific examples that show how the candidate’s skills and experiences match what’s needed for the job. This will help you figure out if they’re a good fit for the position.
4. Listen Carefully
Try active listening by paying full attention to what the candidate says without interrupting. Show you’re interested by nodding and using facial expressions.
Take notes to jot down key points during the interview, which will help you remember details later. Make sure the note-taking doesn’t interfere with keeping eye contact and engagement.
Try to understand more than just what the candidate says by paying attention to their body language, tone of voice, and how enthusiastic they seem. These things can give you extra clues about their personality and whether they’d fit well in the role.
Reflect back by summarising what the candidate has said to confirm your understanding and show that you are actively listening.
5. Engage With Follow-Up Questions
If a candidate’s response is vague, probe deeper by asking follow-up questions to gain more clarity and detail.
For example, you might say, “Could you explain your role in that project a bit more?” If their answer isn’t clear or seems incomplete, ask for more details. This way, you can make sure you understand their experiences and skills properly.
Lastly, link their answers to what the job needs by asking follow-up questions about specific parts of the job. This helps see if their experiences match well with what the role requires.
6. Showcase Your Company Culture
It’s really important to share your company culture during the interview to attract top talent. Begin by talking about important parts of your culture, like your company’s mission, values, and what makes your workplace unique and special.
Explain why employees enjoy working there and what sets your company apart from others.
Share stories or examples that show how your company’s culture comes to life. Talk about team-building events, ways your company gets involved in the community, or innovative projects that reflect your company’s values and beliefs.
If possible, introduce the candidate to potential colleagues or give them a brief tour of the office. This firsthand experience helps candidates get a feel for the working environment and the team dynamics.
Encourage candidates to ask questions about your company culture and the work environment. This shows that you’re open and honest, and it helps both you and the candidate figure out if they’d be a good fit.
When you showcase your company culture, you’re more likely to attract candidates who share your values and can add value to your team.
