Become a Better Interviewer

Preparing to interview candidates for a position in your organization is a busy time, marked by hectic schedules, handshakes and lots of conversation. Interviews tell you much more about a candidate than you’ll read in a résumé or cover letter. You will have the opportunity to observe the communication style of each candidate, and how they interact in your workplace. You expect the candidate to make every effort to complete a stellar interview, but how seriously have you considered your role as an interviewer? You may be surprised by the impact you have on how well your candidate performs.

Becoming a better interviewer will help you discover the best talent for the job by bringing out the best in the candidate across the table.

Improving your interview skills isn’t rocket science. Here are a few easy changes that will dramatically improve the effectiveness of your conversations.

1. Consider first impressions. Your approach to setting up the interview is the first step towards setting the tone for the big day. Whether you are calling the candidate yourself or have someone else doing so, it’s important to create a high level of comfort from the very start. Establishing expectations will help reduce interview jitters. Let the candidate know who will be in their interview as well as the format. Be sure to answer any questions around dress code and give clear directions to the office. It’s also useful to offer to email them a copy of the job description for which they are being interviewed. The more detail provided up front, the better prepared they will be to provide insightful answers to your questions.

2. Do your homework. You expect the candidate to research your organization in advance of your meeting, right? Well, it’s time for you to take a similar interest in learning about the candidate. Do a social media check on your candidate – what are they sharing on Twitter or LinkedIn? Read through their résumé and become truly familiar with their background before meeting them in person.

3. Start with you. A friendly introduction is important. Take the pressure off the candidate by starting the conversation. Give them a one minute description of your role with the company to put them at ease. Set the example. Then follow up with the “tell me about yourself” question.

4. Drop the robot routine. It’s important to prepare interview questions in advance. An interview guide keeps you on track and ensures you get the most out of the discussion, as long as you don’t become dependent on it. Keep it conversational. Avoid robotic reading. You’ll find that, in return, the quality of a candidate’s answers improve and are more genuine.

5. Dig for more. Asking open ended questions always give better answers, but if a candidate is shy or is giving overly simplistic responses, don’t be afraid to dig deeper. Asking follow up and probing questions may help uncover important insight into a candidate’s experience, motivation, style, and ability. It doesn’t need to be an interrogation. Your questions should demonstrate your genuine interest in learning more about the candidate.

6. Have a plan. While it’s important to ask follow up questions, be sure to approach the interview with a plan. Structure your interview with the same set of questions for each candidate, and you’ll have a better basis on which to compare them, and eliminate any early bias.

7. Look for potential. Give a second thought to the types of questions candidates are asking. Do they want to know more about the specific programs and services you offer? If so, they’ve clearly researched your organization. Are they curious about career advancement opportunities? This may suggest they have the drive to do more for your organization. Interviews are most productive when question are asked by all parties involved. Often a candidate’s questions can be as informative as their answers.

8. Listen. While it may seem obvious, listening is the most important part. Too often we let ourselves get distracted to the point that we become completely absent from the conversation. Your body language is often the first signal that you’ve tuned out. So leave your cell phone at the door and stay engaged.

The ideal interview offers the opportunity for both employer and would-be employee to shine. By creating an experience that allows your candidate to prepare and focus on answering your questions in a thoughtful and thorough way, you will be able to gain greater insight into their true potential.