Interviewing 101: Tips for employers and HR teams

For many employers and HR professionals, interviewing can be a challenging process. It’s not just about finding someone with the right qualifications. You’re also assessing their fit within the company culture and team. A good interview can reveal the right hire, but a poorly conducted interview can lead to bad hires, turnover, and missed opportunities.

Here are some best practices that’ll help you become a better interviewer:

1. Prepare thoroughly for each interview

Many job interviewers make the mistake of going into an interview with minimal preparation. This can result in missed opportunities to ask critical questions or fully evaluate the candidate’s suitability for the role. Before each interview, take the time to thoroughly review the candidate’s resume, cover letter, and any other materials they’ve submitted. Write down specific questions about their experience, skills, and how they can contribute to your organisation.

Tip: Develop a standard list of key interview questions to ask all candidates to ensure consistency, while also leaving room for personalised questions based on the applicant’s background.

2. Create a comfortable environment

Interviews can be nerve-wracking for job seekers, and if they feel too nervous, they may not perform at their best. As the interviewer, it’s your responsibility to create a welcoming atmosphere where candidates feel comfortable expressing themselves. Start the interview with a warm greeting and small talk to help the candidate relax. Explain how the interview will be structured and what to expect so that they feel more at ease. Remember to listen actively and respond with empathy during the interview to build rapport.

Tip: Use open body language and make eye contact to create a friendly and approachable environment. A relaxed interviewee is more likely to show their true potential.

3. Ask open-ended and behavioural questions

One of the biggest mistakes interviewers make is asking yes/no questions or questions that don’t give insight into a candidate’s abilities or work style. For example, “Do you know how to manage a team?” doesn’t provide the opportunity to truly assess their leadership skills. Ask open-ended and behavioral questions that encourage candidates to share detailed responses about their past experiences and how they handle various work situations. Questions like “Can you tell me about a time when you managed a challenging project?” or “How do you approach conflict resolution in a team setting?” can give you much more valuable information about the candidate’s abilities and personality.

Tip: Use the STAR method (Situation, Task, Action, Result) when asking behavioral questions. Encourage candidates to structure their answers by describing the situation, what tasks they were responsible for, the actions they took, and the results they achieved.

4. Listen more than you talk

As an interviewer, it’s easy to fall into the trap of talking too much – about the company, the role, or even yourself. However, the interview is your opportunity to learn about the candidate. Aim to let the candidate do about 70-80% of the talking during the interview. While it’s important to provide context about the company and the role, your main objective is to assess the candidate. Focus on listening carefully to their answers and asking follow-up questions to dig deeper when necessary.

Tip: Take notes during the interview to help you remember key points about the candidate’s responses. This will also help you stay focused on what the candidate is saying instead of thinking about your next question.

5. Evaluate skills and cultural fit

While technical skills are important, a good candidate must also fit well within your company’s culture and values. Candidates who align with your culture are more likely to be successful in the long term and contribute positively to the team dynamic. In addition to assessing hard skills, ask questions that reveal how a candidate approaches teamwork, collaboration, and problem-solving. Try to gauge whether their values align with your company’s mission and culture. It’s also useful to involve other team members in the interview process to get a broader perspective on cultural fit.

Tip: Create interview questions that reflect your company’s values and priorities. For example, if innovation is a core value, ask candidates how they’ve contributed to innovative projects in the past.

6. Be aware of bias

Unconscious bias can sneak into the hiring process and lead to unfair judgments about candidates based on factors like age, gender, ethnicity, or background. As an interviewer, it’s important to be aware of any biases and actively work to minimise their influence. Focus on objective criteria, such as skills, experience, and potential. Standardise your interview questions and evaluation process to ensure that all candidates are assessed fairly. Diversity in hiring leads to more dynamic teams, so be open to candidates who bring unique perspectives and experiences.

Tip: Training on unconscious bias for hiring teams can be a great way to ensure fairer recruitment practices.

7. Follow up promptly

After the interview, candidates are often left wondering how they performed or when they might hear back. Failing to follow up promptly can leave a bad impression and damage your company’s reputation, especially if candidates share negative experiences online. Set clear expectations with candidates about the next steps and follow up promptly. Whether they’re successful or not, providing feedback shows respect for their time and effort. If there are delays in the hiring process, communicate with candidates to keep them informed.

Tip: A simple email or phone call to provide feedback or updates can make a big difference in how your company is perceived by potential hires.

Ready for interviewing success? Rethink employment with CoAct.

Becoming a better interviewer takes practice and a commitment to continuous improvement. By preparing thoroughly, asking the right questions, and creating a positive experience for candidates, you can enhance your ability to identify the best fit for your team.

At CoAct, we believe in helping employers build diverse, dynamic teams. If you’re looking for support in hiring a more diverse, sustainable workforce, speak with CoAct today.