How to Conduct an Interview

One of the biggest challenges that new companies, or even existing companies, face is recruitment. Although companies are looking for the right people to join their company an important thing to keep in mind is that the candidates you are talking with are looking for their perfect fit also. This means that it’s really a selling game on both sides of the table. One place where some companies can fall short is in the interviewing stage of hiring. This isn’t necessarily your fault, most people aren’t naturally acclimated to digging into questions that determine a person’s abilities in comparison to the requirements. We’ve taken a look at different ways on how to conduct an interview, and have compiled it into a master plan; feel free to keep this open, as long as the candidate can’t see it, we won’t tell anyone.

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First Impressions are Everything!

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One of the biggest things that makes a candidate wary is the first impression. Ways that you can make sure that you are making a good first impression are to make sure you see them on time and be immediately welcoming. Also keep in mind that how you conduct yourself in an interview can be subconsciously reflected in the candidate, be sure that during the interview you are removing all distractions and interruptions and place yourselves in an area that you are both comfortable in. Body language is everything in interviews, make sure that you are sitting in a way which the candidate feels as though you are open to them and what they are saying. Sitting with your arms crossed, hiding behind your computer comes across that you are uninterested in the candidate and the interview will most likely not go well. However, if you are sitting with your hands on the table or on your lap with little to no distractions in front of you then they feel safe in the area. We know that technology is great and that taking notes from your interview may be easier done on the computer, just make sure that if you are doing this that you let the candidate know that’s what you are doing so they don’t think you are online shopping while they talk about how excited they are to be apart of your team.

Feel free to show the candidate around the workplace a bit if they are seeming like a good fit, this gives them a chance to get a sense of the surroundings before the first day.  

While interview questions can be typically basic, make sure you are asking questions that are particular to your position to highlight the candidates interest. Please, please, please refrain from the terribly worded questions such as: Why do you want to work here? The awkward phrasing begs for a pandering answer which won’t be genuine. Ask it in an easier way, like: What excites you about working in this field? Or What are you looking for in your next position? This allows the candidate to talk about their past experience, what they’ve enjoyed about past workplaces, and hints at what they are looking for in the new position.

Seconds Anyone?

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Say everything went well in the first interview, now what? A secondary interview may seem ridiculous, but how often have you experienced buyers remorse? Sometimes taking the time to do that last double check can save you a lot of money. The candidate may be feeling a little overconfident being called back in, and that can be when they show their red flags by mistake. Our recommendation between interviewing is to send the candidate some sort of testing, for example, a psychometric test, a skills test or have them get certified in one of the software you use regularly. By doing this you are providing yourself and your interviewing team with further questions to ask in the second interview and ask those in more targeted questions. This is like going back for a second sanding, no rough edges left, just smooth surfaces from here on out. You can feel more confident about your selection after this, you may even choose to introduce your candidate to their onboarding mentor at this point so they know a couple of people on their first day.

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Employee Turnover

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If you do not properly interview your candidates, you may find yourself with a large amount of employee turnover. This can cost your company thousands. Every time you have to bring someone new in, you need to train them, maybe have someone working with them which takes away from that employees day to day tasks, and new employees are often susceptible to minor errors. While errors like these aren’t a big deal when you have a new employee, just think of the effects when you have five new employees throughout the year all making those mistakes. It can add up fast, especially for a new company with a fragile budget. This is why it is imperative to be borderline neurotic with your interviewing, any decent candidate will understand the grilling.

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We all want to make sure we have hired the right person, it’s just the finessing of the process that can take time and experience, which you may not have to spare. While interviewing can be tedious and awkward, the reward can be worth the work if you have done it properly. Obviously there will be the instances of duds that you just couldn’t see coming, or an external circumstance that can’t be controlled which cause newcomers to be forced to resign their post. This is all part of doing business. However, following along the basis of these tips will help ease the process and diminish the chances of higher turnover.

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By |2019-08-23T18:20:14+00:00May 1st, 2019|Human Resources|