How to Interview Someone with Confidence: A Boss’s Guide to Effective Hiring

Why Employers Conduct Interviews

Interviews help employers assess how well a candidate’s skills and qualifications fit within the company’s fundamental goals and objectives. Understanding how to interview someone effectively is the primary reason for this.

• Assess qualifications: Interviews allow employers to assess a candidate’s qualifications, skills, and experience beyond what’s on a resume.
• Cultural fit: This process helps evaluate a candidate’s fit with the company’s culture, values, and team dynamics, fostering a harmonious work environment.
• Communication skills: Employers can gauge candidates’ communication skills, including their ability to articulate ideas, listen actively, and interact with others.
• Behavioral assessment: Hiring managers can assess a candidate’s behavior, problem-solving abilities, and how they handle various situations, providing insights into their suitability for the role.
• Clarify information: Employers can seek clarification on a candidate’s resume, qualifications, and previous work experiences to ensure accuracy and truthfulness.
• Motivation and enthusiasm: Interviews help stakeholders gauge a candidate’s motivation and enthusiasm for the role, indicating long-term job satisfaction and performance.

How to Prepare for an Effective Interview

Being well-prepared contributes to a smoother and more efficient interview process. Understanding how to conduct an interview effectively is like having a game plan that helps you focus on relevant interview questions and topics related to your open role.

Start With Candidate Research

Before meeting face-to-face, take time to familiarize yourself with the candidate. Review their resume to gain insights into their background, career accomplishments, and any relevant awards or certifications. Make sure to jot down any questions to ask in an interview.

Next, review the candidate’s LinkedIn profile if they have one. Check its currency and whether it includes recommendations, skills, certifications, and work samples. Many job seekers maintain professional websites highlighting their achievements, skills, and know-how. Like LinkedIn, it can give you a better sense of the person you’ll be speaking to.

It’s always tempting to google a job candidate. You can search for blog posts or publications written by or featuring the candidate in professional contexts. They may also have profiles on professional networking sites. When reviewing search results, stay focused on job-related information.

• Remember not to base your hiring decisions on protected characteristics (for instance, race, religion, age, and gender).
• Apply the same thorough online research process to all candidates to ensure fairness and avoid any potential bias.
• Avoid invasive or overly personal searches that intrude on a candidate’s private life—reconsider if you really need to view their Instagram.

How to Structure an Interview for Fairness and Success

Following the same structure when interviewing multiple candidates for the same role is your secret weapon against bias. A structured interview process creates a level playing field for all candidates, prevents discrimination, aligns with equal employment opportunity laws, and fosters equitable treatment for all candidates, regardless of personal characteristics.

Fairness also leads to better hiring decisions, a positive company image, and a diverse workforce, ultimately contributing to long-term success. Bonus: it’s a time-saver, making interviews more productive and focused.

1. Introductions and Icebreakers

Start the interview by being welcoming. It puts candidates at ease and encourages open and honest communication. Consider kicking off with an icebreaker question to help them relax and open up. Keep it simple; you can ask about their day.

2. Share Your Brand Story

It helps candidates understand what the company does and why it exists. Also, once job seekers understand the organization’s origins, company culture, and values, it helps them align their responses with the company’s vision.

3. Review Career Highlights

Ask the candidate to walk you through their career highlights related to the role you’re trying to fill. Encouraging candidates to share is a strategic move that adds depth to the conversation. It sets the stage for a meaningful dialogue, allows candidates to showcase their achievements, and gives them control over their narrative. 

4. Ask Behavioral Questions

Many hiring experts, including M.I.T., use the STAR (Situation, Task, Action, Result) method to ask behavioral interview questions. The intention is to explore your candidate’s past experiences and skills. Sample things to ask include:

• Describe a challenging project you worked on and how you overcame obstacles.
• Tell me about a time when you had to collaborate with a difficult team member.
• Share the kind of work environment in which you thrive.
• Describe a situation where you had to uphold company values.

5.  Let the Candidate Ask Questions

Interviews are a two-way street. While you assess the candidate’s fit for the role, candidates also evaluate whether the company aligns with their career goals and values—so encourage questions. Remember, questions are a great way to gauge critical thinking and communication skills, which may reveal red flags.

6. Concluding the Interview

As you wrap up the interview, express gratitude for the candidate’s time and encourage final questions. Then, share the next steps in the hiring process, including when the candidate can expect a response. Remember the value of kindness throughout this process; even if this opportunity doesn’t align, the candidate could become a future colleague or hiring manager.

7. Ask for Feedback

One of the best ways to evaluate and improve your interview techniques as an employer is to ask for candidate feedback. It doesn’t have to happen in person or on Zoom; you can follow up with an informal email or survey.

• General impression: What was the job seeker’s overall impression of the process?
• Clear communication: Did the candidate feel their questions were answered adequately?
• Cultural fit: Based on the information shared, did the candidate feel like a good fit for the role?
• Additional insights: Ask for any other feedback or observations about the process.

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Best Practices for Conducting Virtual Interviews

Conducting virtual interviews has become the new standard. For recruiters and hiring managers gearing up for a Zoom or Outlook interview, you’ll want to remember several steps to make the experience smooth and effective. 

• Test technology: Before the interview, ensure your internet connection, camera, microphone, and conferencing software are working correctly.
• Choose a quiet location: Find a quiet, well-lit space to interview to minimize distractions.
• Maintain eye contact: Look into the camera to simulate eye contact with the candidate.
• Be punctual: Start the interview on time and send meeting invitations well in advance.

Does Interview Attire Matter?

As with your attitude, attire sends signals to candidates. If your workplace leans toward a more casual dress code, no problem. But do your best to strike a balance. While you don’t need to wear a tuxedo or conceal your personal style, dress neatly. Remember, a fresh appearance goes a long way in making a positive impression.

In-Person Interview Considerations

There are special considerations to remember for in-person interviews, mainly around time and health concerns. Questions to consider:

• How many people on your team are involved in the hiring decision, and who should meet the candidate?
• Can all the interviews be scheduled in a single day so the candidate doesn’t have to keep coming back?
• Does it make sense to have a panel interview where all stakeholders interview the candidate simultaneously?
• What precautions should everyone take because of COVID-19 and other viruses that may be spreading?

Ensuring Compliance: EEO Laws and Your Interview Process

You can ask many great questions during an interview. However, it always bears repeating that a fair and non-discriminatory hiring process is the law. 

Employers are required to comply with Equal Employment Opportunity (EEO) Laws such as the Civil Rights Act of 1964, the Americans with Disabilities Act (ADA), and the Age Discrimination in Employment Act (ADEA). These laws prohibit discrimination based on race, color, religion, sex, national origin, disability, and age. So remember, avoid questions that might be biased or unfair due to these factors.

The Ultimate Interviewer Cheat Sheet for Hiring Managers

Wize Words

Approach the interview with curiosity and a willingness to learn. It is a pivotal moment in the hiring journey and a window into the individual you’ll welcome to your team. You got this.

Conclusion

Understanding how to interview someone isn’t just a key part of the hiring process; it’s your superpower as a leader. The next time you’re tasked with filling a role, remember these interviewing steps to guarantee the best hiring outcome.

Interview FAQs: Common Questions and Answers

Deirdre Sullivan

Deirdre has more than 20 years of experience in content creation, leading creative teams and producing engaging online experiences. With a strong background in content marketing, she is committed to delivering valuable and captivating content to Wizehire's audience, going beyond recruitment tips.