how to conduct a job interview that sells the job and your company.

There are countless resources out there that offer detailed advice to candidates on how to conduct a job interview.

While much is said about how interviewees should prepare, let’s not forget that conducting a great interview is an art in itself. Even seasoned professionals can benefit from honing their interviewing skills to ensure they select the best candidates. It’s more than just asking questions. It’s about fostering a genuine connection and uncovering the true potential within each individual.

Here are some insider tips on how to conduct a job interview and identify the right candidates for your organization.

prepare beforehand and have a game plan ready

Learning how to conduct a job interview is much like learning how to conduct any other type of meeting. You probably wouldn’t make a presentation to your boss unless you knew the material you were presenting and had a strategy for presenting it clearly. Have a plan and prepare your questions beforehand. Most importantly of all, decide what skills and traits you’re looking for in job candidates. After all, if you don’t know what you’re looking for, it’s pretty challenging to assess if the candidate fits. And isn’t that the whole point of a job interview?

Before conducting an interview you should:

• Review candidate applications
• Read the candidate’s resume and cover letter
• Know what you’re looking for in candidates
• Prepare a list of key questions

set the stage

The interview setting plays a crucial role in making a positive impression on potential candidates. It’s the first glimpse they get into your company culture and work environment. Whether you’re conducting a video or in-person interview, creating a comfortable and focused atmosphere is key.

In an in-person interview setting, selecting an appropriate space can significantly impact the candidate's experience. Opt for a quiet, well-lit room away from the office’s main traffic to minimize distractions and allow the candidate to be the center of your attention. Keeping the interview panel small, ideally with no more than two interviewers, helps maintain a focused conversation and prevents the candidate from feeling overwhelmed.

For a virtual interview, increasingly popular since the pandemic, a few additional considerations are essential. Prior to the interview, test your video conferencing software, camera and microphone to ensure a glitch-free experience. Choose a quiet location with a professional background, free from clutter or distracting elements. Dress as you would for an in-person meeting, to convey respect for both the interviewee and the process.

start with the basics and work up to more detailed answers

Start on a light note to set the candidate at ease. Chances are the person you’re interviewing is nervous. They’re excited about the job and want to put their best foot forward. Instead of playing into their nerves by jumping right into the hard-hitting interview questions, start on a lighter note. Let the interviewee get comfortable and hit their stride, so when you do ask those tough interview questions, they’re in the best position to give you a revealing answer.

avoid asking questions if you already have the answer

Adopt this golden rule: if the question can be answered with a quick glance at the candidate’s resume, don’t ask it.

Some of the worst offenders of this rule:

• Where did you work last?
• How many years of experience do you have?
• Where did you go to school?
• What is your degree in?
• Do you have X certification?

Asking these questions (and others like them) is a waste of your time and the interviewee’s. Not only is it interview filler, it gives the impression you didn’t bother to read the candidate’s resume or prepare for the interview at all. If you seem ill-prepared or disinterested, the candidate may wonder if this is the right role for them.

include some open-ended questions

Don’t be afraid of open-ended questions with no right or wrong answer. Limiting yourself to questions that can be answered in a sentence or two can lead to boring answers and reveal very little about the candidate. So, give interviewees a chance to open up about their career goals, the value of their experience and other relevant subjects. You’ll often find that these questions provide the most genuine insights.

Examples of good open-ended questions:

• Tell me about your career goals over the next 5 years.
• What would your first month in this role look like?
• Tell me about a time where you went above and beyond at work.
• What do you consider your most important accomplishment?
• What is your favorite website and why?
• Do you consider yourself more creative or analytical, and why?

be open and friendly, but professional

By all means, you should be open and friendly with interviewees. There’s nothing wrong with a light-hearted greeting and a joke to break the ice – after all, the person interviewing is probably nervous, and setting them at ease will lead to a better interview. However, you should absolutely be mindful of professional boundaries. This person may one day be working with or for you. Avoid asking personal questions that may be misinterpreted. It’s one thing to build a rapport with candidates based on common interests. It’s another to ask invasive or prying questions.

listen to what the candidate is saying

You wouldn’t believe how often interviewers ask questions and then tune out the answers because they’re expecting a variation on the same old answer. The whole point of conducting an interview is to get to know the candidate – which means listening. Tempting as it might be to cut someone off or speak over them when they start to ramble, let them finish. You may find you’ll have follow-up questions once they finish their tale. Follow-up questions are often revealing, as they aren’t pre-planned and the candidate may not be expecting them.

don’t be afraid to talk up the role

If you love your job and the company you work for, don’t be afraid to sell the role, especially if the interview is going well! Interviews are a two-way street. Sure, you’ll be the one deciding whether or not to make a job offer, but the candidate is also deciding whether or not they want to work for your company (and with you.) If there are some must-know perks or a great office culture, let the candidate know! You never know what other offers they’re entertaining. Give them a reason to choose yours.

give the candidate a chance to ask their own questions

An important part of every interview is letting the candidate ask their own questions. If the candidate is excited about the role, they probably have a burning question or two about the role, management or company. Therefore, answer their questions as truthfully as possible. Sugarcoating the facts now can lead to disillusionment down the road.

Need help learning how to conduct a job interview or perfecting your hiring? Randstad’s experienced recruiting team can streamline your hiring process by delivering pre-screened candidates for any role. All you have to do is conduct last-round interviews and make the final hiring decision!