In our previous post we discussed the importance of preparation and 3 key steps that lead to successful interviews. Now, once you’ve put those into practice, it’s time for the interview itself. Let’s look at several techniques to help you conduct effective interviews:

Build Rapport

Avoid the temptation to jump right into an overview of your company and the position you are hiring for. Start the interview by getting to know your candidate. Creating a comfortable and inviting atmosphere will lead to more open and honest dialogue. This can also provide insights into their interpersonal skills and how they might interact within your unique company culture.

Ask Behavioral Questions

Behavioral questions are a great next step after building rapport. These questions are designed to assess how a candidate has handled situations in the past, providing a window into future performance. These questions often start with phrases like “Tell me about a time when…” or “Give me an example of…”. Here are a few examples:

– “Tell me about a time when you had to overcome a significant challenge at work.”

– “Give me an example of how you handled a difficult team member.”

Behavioral questions help you understand the candidate’s problem-solving abilities, adaptability, and how they align with company culture and values.

Use the STAR Method

Encourage candidates to use the STAR method (Situation, Task, Action, Result) when answering behavioral questions. This technique helps them structure their responses clearly and concisely:

– Situation: Describe the context within which they performed a task or faced a challenge.

– Task: Explain the task they were responsible for.

– Action: Detail the specific actions they took to address the task or challenge.

– Result: Share the outcomes or results of their actions.

This approach ensures you get a complete and detailed response, making it easier to evaluate their skills and experiences AND you will get to see how coachable a candidate is.

Assess Technical Skills

For roles that require specific technical skills, incorporate questions that test these abilities. This can include coding challenges, case studies, or practical experiences relevant to the job.

Evaluate Cultural Fit

Cultural fit is crucial for long-term employee retention, and each phase of the interview should provide insights into a candidate’s fit. Ask questions related to values, work style, and personality to see who aligns with your company’s culture.

Gauge Potential

While skills and experience are important, don’t neglect a candidate’s potential for growth and development. Ask questions that assess their willingness to learn and adapt. These questions can indicate proactive, motivated candidates with growth mindsets.

Leave Room for Questions

It is important to check in with a candidate throughout the interview, to see if they may have any questions. Always leave an additional spot at the end to see what questions they still have about the job, about your company, and about the work environment your company creates. Just like rapport building, this space to ask questions can provide unique candidate insights and help you in preparing for future interviews.

Once the interview is complete, there is one final step to find the strongest candidate: the post-interview evaluation, which we will look at in our next post.