This text is based on an article from the Harvard Business Review.
Prepare the interview structure in advance
A well-conducted interview has a clear framework. Divide it into several parts, for example:
- a brief introduction of yourself and the company
- introduction of the candidate
- questions about professional experience and skills
- questions about motivation and personality
- space for candidate questions
- final summary and next steps
Having a prepared outline will help you maintain control over the interview and avoid chaotic improvisation.
Prepare questions in advance
Prepare a list of questions for the candidate beforehand and select them based on the course of the interview. Organise the questions according to whether you want to assess hard or soft skills.
Create a friendly atmosphere
Remember that the candidate is also evaluating you as an employer. Therefore, try to create a relaxed and friendly atmosphere. Start with an informal question, offer the candidate water or coffee, and explain the interview process. A friendly tone will help the candidate relax and provide more genuine answers.
Ask for specific examples
Instead of asking general questions, such as "Are you a team player?", ask about specific situations, for example: "Can you provide an example when you had to resolve a conflict within a team?" This allows you to determine whether the candidate speaks from experience or is just saying what they think you want to hear.
Listen and take notes
Give the candidate space. Don't interrupt, and let them complete their thoughts. Short notes will help you compare multiple candidates later. Don't rely on remembering all the details of the interview.
Don't forget the conclusion
At the end of the interview, thank the candidate and summarise aloud what has been agreed upon, clearly explaining the next steps, such as when the candidate will receive the decision. Transparency comes across as professional and increases the attractiveness of your company.
-mm-