How to Interview a Job Candidate: 6 Tips for Interviewers

Here are some tips to help you conduct effective interviews with potential employees:

1. 1. Review their application materials. Take a look at the job candidate’s resume, cover letter, and other application materials before the interview gets started, or have the materials in front of you during the job interview. That way, you’ll have specific examples on which you can base your interview questions. Having copies on hand to reference also helps you tailor the interview to find out the most pertinent information about their skills and past positions, rather than spending time asking about details that you can find in their application materials.
2. 2. Make a list of questions or skills to assess. Before you go into an interview, ask yourself what skills you’re trying to assess and tailor the interview to them. For instance, if the primary focus of the interview is to assess a candidate’s interpersonal skills or emotional intelligence, consider a behavioral interview (like a lunch interview or an introduction to team members) rather than a more impersonal phone interview. If your goal is to assess the candidate’s experience level, write out a list of open-ended questions that help you focus the conversation on their previous positions or comfort level in your work environment.
   
3. 3. Make it conversational. Sticking to a traditional question-and-answer format can make first-time interviewers nervous. This interview style where the candidate answers questions as the interviewer listens silently or follows up with an unrelated question can be too impersonal and result in a poor interview. Instead, use the interview as an opportunity to have a conversation where you note the candidate’s responses and respond with comments or follow-up questions. This technique can make the candidate feel comfortable and heard and give you a better sense of their attitude on the job.
4. 4. Put your best foot forward. A job interview isn’t just for the hiring manager’s edification—candidates use job interviews to determine if the interviewer’s company is the right fit for them, too. As a hiring manager or member of an interview panel, you must be ready to explain the benefits of joining your organization. Be friendly and treat the candidate with respect at all times, and offer honest information about the job description and what it’s like to work at your company.
   
5. 5. Write notes after the interview. Interviewers speak with many candidates when trying to fill a position, so it’s a good idea to jot down notes after each conversation to help you remember each individual’s core strengths and weaknesses.
6. 6. Refamiliarize yourself with discrimination laws. Recruiters aren’t allowed to base their job offers on marital status, gender, religion, ethnicity, age, or disability status—avoid discussing these areas during your interviews with candidates.

If you’re preparing to fill an open position at your company, check out the following step-by-step guide for interviewing job seekers:

1. 1. Schedule in advance. Give the candidate enough time—at least a day or two—to prepare for the interview. When setting it up, offer them any relevant details for the interview format: if it’s a remote interview, provide them with the video conferencing link and password, or if it’s a face-to-face interview, let them know the preferred dress code or a good place to park in the area.
2. 2. Be prompt. Whether it’s an in-person interview or a video call, be on time and prepared to show the candidate that your company is organized and cares about them. Showing up late or unprepared can make them think twice about accepting the job if they receive an offer.
3. 3. Start with a friendly greeting. Launching into a series of hard-hitting questions immediately after sitting down can be jarring for the candidate. Instead, greet them, then ease into the conversation by engaging in friendly small-talk or introductory questions to help make them more comfortable. This friendly chat can make them more interested in the position and candid during the interview.
4. 4. Ask your questions. Working off your goals for the interview, ask open-ended questions that allow the candidate to showcase their skills and experience and give you a good sense of their work competency. You can bring a list of questions as a template, but as you conduct the interview, stay flexible and allow yourself to follow the conversation rather than ensuring the candidate answers each question on your list.
5. 5. Ask follow-up questions for clarity. If a candidate doesn’t quite answer a question the way you were hoping, or if their answer raises a question or red flag, ask follow-up questions to ensure that you understand the candidate correctly.
6. 6. Explain the next steps. At the end of the interview, be open and honest about the next steps—give the candidate a rough time frame to expect to hear back from you or let them know if they need to participate in any additional interviews.
   
7. 7. Thank the candidate for their time. The interview process can be stressful for both interviewers and interviewees alike, so be warm and thank the candidate for taking the time to talk with you.
8. 8. Follow up as soon as possible. In the hiring process, the time between an interview and a job offer (or rejection letter) can be stressful for candidates, so be courteous and follow up with the hiring decision or next steps as soon as possible.

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