How to Conduct an Interview
Source: BrantHR Staff
Preparing for the Interview
Clearly define what you are looking for before you start the selection process. Write down the duties, knowledge and skills required for the position. Note any factors that made previous incumbents successful. Define what is expected of the role.
Standardize your interview questions in advance. Ask all candidates the same questions in the same order, and allow space on the question sheet for responses and notes to be taken.
Choose an office or interview room that is private and free from distraction. Note the lighting, ventilation and seating are such that all parties are comfortable. Ensure that the interviewer will not be disturbed by phone calls or interruptions.
Schedule interviews with sufficient time between each so that notes can be made, and candidates are not left waiting for the previous interview to end.
Conducting the Interview
Greet the applicant by name, introduce each member of the interview panel and spend a few minutes putting the candidate at ease. By providing the applicant with an overview of the interview process, they will be better prepared to focus on the questions asked.
Ask each question in order without omitting any. Allow the candidate to take their time to think. Allow for silence, but if they seem stuck, indicate that the question will be asked again at the end.
Take detailed notes of the applicant responses. Focus on important points and behavioral examples given, as notes are captured to fairly evaluate each candidate.
Invite candidates to ask questions at the end of the interview. Answer the questions clearly but without committing to a decision or preference for the candidate.
Follow the same procedure for each candidate. Retain all documentation for future reference.
Closing the Interview
Tell the candidate when they can expect to hear from your organization and how a decision will be communicated. Candidates expect to hear something, even if they were unsuccessful in getting the job. This allows the candidate to solicit personal feedback on how to be better prepared in the future.
Ensure that the candidate has given contact information for their references. If they have not, give a time line for the information to be received. This ensures the background check can be completed within a short period of time of the interview.
Thank the applicant for coming and walk them to the front door of your building. Refrain from asking more questions but end on a positive note by shaking hands.
Complete and review your notes. Each interviewer should be able to back up their decision as to the candidate who possesses the knowledge, skills, abilities or other attributes required to successfully perform the job most effectively.