Mastering the Art of Conducting an Interview: Best Practices

Conducting a successful interview is both an art and a science. It’s not just about assessing a candidate’s qualifications—it’s about creating an environment where candidates feel comfortable enough to show their true potential. Unfortunately, most professionals are never taught how to do this important skill. Here are key strategies to elevate your interviewing skills and ensure you make the best hiring decisions.

The tone you set from the moment a candidate walks in can significantly impact the outcome of the interview. A warm, welcoming environment encourages candidates to open up, providing more authentic insights into their capabilities.

• Start with Small Talk: A friendly greeting and light conversation can ease  initial nerves.
• Explain the Interview Structure: Letting candidates know what to expect reduces anxiety and fosters a sense of control.
• Physical Environment: Choose a quiet, comfortable setting free from distractions.

Many candidates report feeling uneasy when interviewers maintain a neutral or stoic expression. This can create an impression of disinterest or even hostility.

• Show Genuine Interest: Nod, smile, and maintain engaged body language, like you would in a normal conversation.
• Provide Positive Feedback: Simple acknowledgments like “That’s a great example” can encourage candidates to elaborate.
• Active Listening: Reflect back key points to demonstrate your attentiveness.

Interviews are a two-way street. While you’re evaluating candidates, they’re assessing your company as well. Top talent often has multiple options, so it's crucial to make your role and organization stand out.

• Highlight Unique Selling Points: Share what makes the company culture, team, and role exciting.
• Personalize the Pitch: Tailor your messaging based on what resonates with the candidate’s interests and career goals. HINT: If you don’t know what’s important to them, ask them!
• Share Success Stories: Illustrate growth opportunities and real-life examples of employee development within the company. Plan ahead so you have specific details.

The quality of your questions determines the depth of insights you gain.

• Behavioral Questions: Ask candidates to describe past experiences (e.g., “Tell me about a time you overcame a significant challenge.”)
• Situational Questions: Present hypothetical scenarios to assess problem-solving skills.
• Avoid Leading Questions: Keep queries neutral to get unbiased responses.

A common pitfall is dominating the conversation. Aim for a balanced dialogue where the candidate does most of the talking.

• Practice the 80/20 Rule: Listen 80% of the time, talk 20%.
• Allow Pauses: Give candidates space to think and respond fully.

While technical skills are essential, soft skills and cultural alignment often determine long-term success.

• Observe Non-Verbal Cues: Note body language, communication style, and interpersonal dynamics.
• Ask About Values: Questions like “What type of work environment helps you thrive?” reveal alignment with company culture.

How you end the interview can leave a lasting impression.

• Allow Time for Questions: Candidates’ questions often reveal what matters most to them.
• Outline Next Steps: Clearly explain the follow-up process and timeline.
• Express Appreciation: Thank the candidate for their time and interest. If you like them, let them know!

Mastering the interview process requires more than just asking the right questions. It’s about creating a space where candidates feel at ease, showcasing your company’s strengths, and thoughtfully evaluating both skills and cultural fit. By fostering genuine connections during interviews, you not only make better hiring decisions but also enhance your company’s reputation as an employer of choice.  And, please, don’t assume your employees know how to do any of this! 

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