How to Become a Better Interviewer [Full Guide]

Interviewing is a critical aspect of the hiring process, as it allows employers to assess a candidate's qualifications, skills, and cultural fit for the role. Effective interviewing sets the tone for the entire candidate experience and can significantly impact the quality of hires and the company's overall success.

There are various types of interviews, each serving a different purpose. Traditional in-person interviews are the most common, allowing for face-to-face interaction and observation of non-verbal cues. Phone interviews are often used as an initial screening step, while video interviews have become increasingly popular, especially for remote positions or when in-person meetings are not feasible.

Beyond these traditional formats, there are also group interviews, where multiple candidates are evaluated simultaneously, and case study interviews, which assess a candidate's problem-solving abilities through hypothetical scenarios. Technical interviews are common in fields like software development, where candidates are asked to demonstrate their coding skills or solve technical problems.

Regardless of the format, effective interviewing requires preparation, objectivity, and a deep understanding of the role's requirements. By mastering the art of interviewing, employers can make more informed hiring decisions, attract top talent, and foster a positive company culture.

Preparing for the Interview

Effective preparation is crucial for conducting a successful interview. Begin by thoroughly researching the candidate's background, including their resume, portfolio, and any publicly available information. This will help you gain insights into their experience, skills, and accomplishments, allowing you to tailor your questions accordingly.

Next, review the job description and requirements for the role you're interviewing for. Ensure you have a clear understanding of the essential qualifications, responsibilities, and the specific skills and attributes the ideal candidate should possess. This will guide you in formulating relevant questions and evaluating the candidate's fit for the position.

Prepare a list of questions that cover both technical and behavioral aspects. Technical questions should assess the candidate's knowledge, problem-solving abilities, and proficiency in the required skills. Behavioral questions, on the other hand, aim to gauge their soft skills, such as communication, teamwork, and adaptability.

Consider structuring your questions in a logical flow, starting with introductory questions to build rapport, followed by more in-depth inquiries. Avoid leading questions or those with obvious answers, as they provide little insight into the candidate's capabilities.

Finally, ensure you have the logistics in order. Confirm the interview time and location, and ensure you have a quiet and professional environment for the interview. Additionally, familiarize yourself with any necessary technology or tools you'll be using during the interview process.

By thoroughly preparing for the interview, you'll be better equipped to assess the candidate's suitability for the role and make an informed hiring decision.

‍

Building Rapport

Building rapport with candidates is crucial for effective interviewing. A comfortable and relaxed candidate is more likely to open up, provide thoughtful responses, and showcase their true abilities. Start by creating a welcoming environment – greet the candidate warmly, offer them a beverage, and engage in small talk to help them feel at ease.

Active listening is key to building rapport. Maintain eye contact, nod, and use affirmative statements to show you're engaged. Avoid interrupting or appearing distracted. When the candidate is speaking, listen attentively and ask follow-up questions to demonstrate your understanding and interest.

Open body language can also help put candidates at ease. Uncross your arms and legs, lean slightly forward, and smile appropriately. Mirroring the candidate's body language can create a subconscious sense of rapport. However, be mindful not to mimic in an exaggerated or mocking way.

Remember, the interview is a two-way conversation. Share relevant information about the company, role, and yourself to create a sense of connection. Encourage the candidate to ask questions and express any concerns they may have. By building rapport, you'll gain valuable insights into the candidate's personality, communication skills, and overall fit for the role.

Asking Effective Questions

Asking effective questions is a crucial part of being a better interviewer. The questions you ask can reveal a candidate's thought process, problem-solving abilities, and cultural fit. There are three main types of effective questions to focus on:

Open-Ended Questions: These questions cannot be answered with a simple "yes" or "no" response. They encourage candidates to provide more detailed and insightful answers, allowing you to better understand their experience, skills, and personality. Examples include:

• "Tell me about a time when you had to overcome a significant challenge in your work."
• "How do you approach working with a diverse team?"
• "What excites you most about this role?"

Situational Questions: These questions present hypothetical scenarios related to the job, allowing you to assess how a candidate might handle specific situations. They can reveal problem-solving skills, decision-making abilities, and critical thinking. Examples include:

• "How would you handle a missed deadline on a critical project?"
• "If you encountered a conflict with a team member, how would you approach resolving it?"
• "Imagine you have to prioritize multiple tasks with competing deadlines. How would you determine which tasks to tackle first?"

Clarifying Questions: These questions help you better understand a candidate's responses and dig deeper into their experiences or thought processes. They can provide valuable insights and prevent misunderstandings. Examples include:

• "Can you provide more details about your role in that project?"
• "What did you learn from that experience?"
• "How did you determine that was the best approach?"

By combining open-ended, situational, and clarifying questions, you can gain a comprehensive understanding of a candidate's qualifications, abilities, and potential fit within your organization.

Assessing Soft Skills

Soft skills are increasingly important in today's workplace, and evaluating a candidate's abilities in areas like communication, problem-solving, teamwork, and leadership is crucial. During the interview, pay close attention to how the candidate articulates their thoughts, listens to your questions, and responds to follow-ups.

To assess communication skills, observe their clarity, confidence, and ability to convey information effectively. You can also ask them to describe a time when they had to communicate a complex idea or handle a difficult conversation.

For problem-solving, consider presenting a hypothetical scenario related to the role and ask how they would approach it. Look for logical thinking, creativity, and their ability to break down complex issues into manageable steps.

Teamwork can be evaluated by asking about their experience collaborating with others, handling conflicts, and contributing to a shared goal. Inquire about their preferred working style and how they adapt to different team dynamics.

To gauge leadership potential, ask about their experience leading projects or teams, their approach to motivating others, and their ability to make tough decisions. Situational questions that require them to demonstrate leadership skills can be particularly insightful.

Throughout the interview, observe their body language, emotional intelligence, and overall professionalism. Soft skills are often more challenging to assess than technical abilities, but they are crucial for success in most roles.

Evaluating Technical Skills

One of the most important aspects of interviewing candidates for technical roles is assessing their actual technical abilities. While resumes and self-reported skills can provide some insight, it's crucial to evaluate candidates' hands-on technical proficiency through practical assessments. This can be achieved through various methods, including hands-on tests, coding challenges, case studies, and role-playing exercises.

Hands-on tests and coding challenges allow you to observe how candidates approach and solve real-world problems related to the role. You can provide them with a coding environment or a set of programming tasks that mimic the types of challenges they would encounter on the job. This not only evaluates their technical skills but also reveals their problem-solving abilities, attention to detail, and ability to work under pressure.

Case studies are another effective way to assess technical skills, particularly for roles that require analytical thinking and decision-making. Present candidates with a realistic scenario or problem related to the job, and ask them to analyze the situation, identify potential solutions, and recommend a course of action. This exercise tests their ability to apply their technical knowledge to practical situations and communicate their thought process effectively.

Role-playing exercises can be particularly useful for evaluating technical skills in customer-facing or team-based roles. For example, you could simulate a client interaction or a team meeting where the candidate must demonstrate their technical expertise while also considering communication, collaboration, and interpersonal skills.

When evaluating technical skills, it's essential to provide clear instructions, allocate sufficient time, and create a comfortable environment for candidates to showcase their abilities. Additionally, you should have a well-defined rubric or scoring system in place to ensure consistent and objective assessments across all candidates.

Remember, technical skills are not solely about memorizing facts or coding syntax; they also encompass problem-solving, critical thinking, and the ability to apply knowledge in practical situations. By incorporating hands-on tests, coding challenges, case studies, and role-playing exercises into your interview process, you can gain a comprehensive understanding of a candidate's technical capabilities and make more informed hiring decisions.

Selling the Company

As an interviewer, you play a crucial role in representing your company's brand and culture. While assessing a candidate's fit, you should also use the interview as an opportunity to showcase the company's values, benefits, and growth opportunities. This not only helps candidates envision themselves as part of the organization but also positions your company as an attractive employer.

Begin by highlighting the company's mission, vision, and core values. Share real-life examples of how these values are embodied in the workplace culture. Describe the collaborative work environment, emphasizing how teams work together to achieve common goals. Discuss the company's commitment to professional development, mentioning training programs, learning resources, and opportunities for career advancement.

Next, outline the comprehensive benefits package offered to employees. Discuss health insurance options, retirement plans, paid time off, and any unique perks or wellness initiatives. Additionally, highlight the company's commitment to work-life balance and any flexible work arrangements available.

Finally, paint a picture of the growth opportunities within the company. Share success stories of employees who have progressed in their careers, taking on new roles or responsibilities. Discuss the company's plans for expansion, new product launches, or entry into new markets, and how employees can contribute to and benefit from this growth.

Throughout the interview, be genuine and enthusiastic when discussing the company's offerings. Encourage candidates to ask questions and address any concerns they may have. By effectively selling the company, you increase the chances of attracting top talent who align with the organization's values and goals.

Take good notes

‍Using a tool like Glyph AI to record and transcribe the interview will give you accurate notes from which you can write your assessment.  You will want to remember important details about the candidate's qualifications and responses.  If helpful you can highlight key information during the interview to make it easy to recall later.  Additionally, Glyph AI will give you an automatic summary after the interview to help with your candidate assessment.

Wrapping Up and Next Steps

As the interview comes to a close, it's essential to provide a clear and professional conclusion. Thank the candidate for their time and effort, and express your appreciation for their interest in the role. Briefly summarize the next steps in the process, including any additional interviews or assessments that may be required.

Clearly communicate the timeline for decision-making and when the candidate can expect to hear back from you or your team. Providing a specific timeframe, such as "You should hear back from us within the next two weeks," helps set expectations and demonstrates respect for the candidate's time.

If the candidate has any remaining questions or concerns, address them at this point. Encourage them to reach out if they have any additional queries that arise after the interview.

Finally, thank the candidate again and reiterate your interest in their candidacy. A positive and professional closing can leave a lasting impression and reinforce the candidate's desire to join your organization.

After the interview, promptly follow up with any necessary communication or action items. If the candidate is moving forward in the process, provide clear instructions for the next steps. If the decision is to not proceed, extend the courtesy of a timely and respectful rejection, ideally with constructive feedback to support the candidate's future growth.

Continuous Improvement

Becoming a better interviewer is an ongoing process that requires continuous effort and a commitment to self-improvement. Seeking feedback, participating in training, and staying updated on interviewing trends are essential for enhancing your skills and maintaining a high level of effectiveness.

After each interview, take the time to reflect on your performance and identify areas for improvement. Seek feedback from colleagues or hiring managers who were involved in the process. Their perspectives can provide valuable insights into your strengths and weaknesses, allowing you to address any potential biases or areas where you may need to refine your approach.

Attend training sessions or workshops specifically designed for interviewers. These programs can introduce you to new techniques, provide opportunities to practice, and help you stay current with best practices in the field. Many organizations offer internal training programs, or you can explore external resources, such as online courses or industry events.

Stay informed about the latest trends and developments in interviewing. Subscribe to relevant publications, follow thought leaders in the field, and participate in online communities or forums where interviewers share their experiences and insights. By staying up-to-date, you can adapt your approach to align with evolving practices and ensure that your interviews remain fair, effective, and legally compliant.

Additionally, consider seeking mentorship or coaching from experienced interviewers within your organization or industry. Their guidance can be invaluable in helping you refine your skills, overcome specific challenges, and develop a more well-rounded and effective interviewing style.

Remember, continuous improvement is a journey, and becoming a better interviewer is a process that requires dedication, self-awareness, and a willingness to learn and grow. By actively seeking feedback, participating in training, and staying informed, you can continually enhance your abilities and contribute to a more effective and equitable hiring process.

‍

Learn Top Tips for Hiring Remotely Across Borders [Full Guide + Useful Tools)

Learn How to Write an Interview Summary (Full Guide + with Templates)

‍