The Interview Process

As a hiring manager, conducting interviews is an essential step in finding the right person for the role. By conducting a thorough and well-prepared interview you have a much better chance of getting it right first time.

To help you conduct successful interviews, here are ten essential tips:

1. Prepare in Advance: Just as you would expect candidates to conduct research on your organisation, you should do the same to maximise each meeting. Study the CV, job roles, key achievements, qualifications and previous organisations they have worked for. Prepare some questions in advance to explore areas of interest in line you your own job description and role expectations.      

2. Establish Clear Objectives: Determine what you hope to achieve from the interview and prepare your questions accordingly. Assessing the candidate's skills, cultural fit, and potential for growth. It’s useful to have ‘must-have’ and ‘desirable’ criteria, allowing you to more easily compare candidate fit. 

3. Create a Comfortable Environment: Make sure the interview setting is welcoming and conducive to open dialogue. By ensuring candidates feel welcome, they will have a much better first impression of both the organisation and you as their potential employer.

4. Use Behavioural and Competency Interviewing Techniques: To understand how a candidate will handle challenges in this role, ask situational questions such as “If [Insert Situation] happened, how would you deal with it?” or, “Can you provide an example from a previous role where you dealt with a challenging situation?”. This approach provides valuable insights into their problem-solving abilities and behavioural tendencies.

5. Listen Actively: Allow candidates to speak freely and actively listen to their responses. Avoid interrupting or dominating the conversation. The purpose of the interview is to assess the candidate’s ability to perform in the role so they should be talking the most. 

6. Probe for Details: Don't hesitate to delve deeper into candidates' responses to gain a clearer understanding of their experiences and accomplishments. Ask follow-up questions to uncover specific examples and outcomes.

7. Assess Cultural Fit: Whilst it's important to assess candidates based on their skills and qualifications, you should also evaluate their compatibility with your organisation's culture and values. Consider how well they align with your team's dynamics and work environment.

8. Involve Key Stakeholders: If feasible, involve other team members or department heads in the interview process. Their perspectives can provide valuable insights and help ensure a well-rounded evaluation of candidates.

9. Be Transparent: Clearly communicate the expectations, responsibilities, and potential challenges associated with the role. Transparency allows candidates to assess if this role and organisation are a good fit for them, their skills, and future aspirations.

10. Follow Up Promptly: After the interview, provide timely feedback to candidates, whether they're successful or not. Keep communication lines open and maintain a positive impression of your organisation, regardless of the outcome.

The interview process should be designed to ensure a great fit for both you and the successful candidate. Allowing plenty of opportunities for open communication will ensure there is a clear fit on all levels, including experience, ability, cultural alignment and shared goals.  

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