How to Conduct an Interview: 6 Ways Managers Can Prepare

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Conducting an interview looks easier than it is. And that’s precisely why many hiring managers don’t always prepare as well as they should for this critical step in the hiring process.

Giving little thought as to how to prepare for an interview can lead to costly hiring mistakes. These include missing the opportunity to recruit a talented professional because you didn’t ask the right questions, failing to make a positive impression on the candidate, or both.

In the current work environment, you may hire some or all job candidates remotely. If you haven’t mastered the basics of how to conduct a job interview in person, you’re unlikely to deliver a compelling performance in a remote interview.

How to Conduct an Interview as a Manager

Revisit the job description
Closely review the candidate’s work history
Create a general structure for the process
Prepare and memorize your must-ask questions
Use a mix of question types
Practice how to conduct an interview

Thoroughly review the job description, which will drive the job posting, even if you were the one who originally created it. Things can change so fast in the current business environment that key elements could now be out of date. If you skip this step, you could end up attracting the wrong people for the job.

The job description should describe the desired technical and soft skills as well as outline all current responsibilities and expectations. If you’re unsure about anything, ask people in the organization who have most recently worked with someone in the role for their input. How to conduct a job interview as a manager starts with attracting the right candidates; posting an up-to-date job description makes that much more likely.

One mistake hiring managers often make when conducting interviews is asking candidates to repeat information they’ve already provided. This not only makes you appear unengaged with staffing the position, but it also eats up valuable time in the interview. It will leave little opportunity to dig into questions that can help you evaluate whether the potential hire would succeed in the role.

So, prior to your meeting, thoroughly review any information the job candidate has provided to date. That includes their resume, cover letter and online profile. Note any areas requiring clarification, such as puzzling job titles or unexplained gaps in work history. When conducting an interview, you may also want to hone in on non-work activities that may reveal aspects of the candidate that could have a bearing on job performance.

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Sketch out a basic schedule that will allow you to cover all the key areas you want to address during interviews. A well-organized process also shows candidates that you respect their time.

As for scheduling the interview, be flexible. You might think, with so many people working remotely now, finding a time to meet during the day would be easy. But for some people, it’s more challenging. If possible, offer a few time slots for the candidate to choose from. To simplify things further, you might even consider using an online appointment scheduling tool.

Write down the items you know you’ll need to ask the candidate about based on the job description and your hiring criteria. Try to commit these core questions to memory. Then, you can focus on maintaining eye contact with the candidate, whether you’re meeting in person or by video. That can help you create an interview experience that’s more conversational and relaxed.

In addition to your must-asks, leave room for other questions that can help you develop a better picture of the candidate overall. Try using some combination of these interview question types:

Closed-ended questions call for a simple, informational answer — sometimes just a yes or no. An example: “Have you worked in an industry different from ours?”

Open-ended questions require thought and oblige the candidate to reveal attitudes or opinions. For instance: “What interests you most about this position?”

Hypothetical questions invite the potential hire to resolve an imaginary situation or react to a real one. Here’s one: “If you had an opportunity to revise your early career path, what would you do differently?”

Behavioral questions focus on past experiences to provide insight into how a candidate might handle similar situations in the future. For example: “Can you tell me about a time when you had to resolve a conflict within your team, and how you approached it?”

Just as you expect candidates to be polished during job interviews, they expect the same of you, too. In-demand professionals are going to be selective about their next career move — your tone and degree of professionalism matter.

This can take practice. You could rehearse with a colleague over a video call, practice with a friend or family member at home, or run through a mock interview in front of your webcam or a mirror. This process will help you build more self-awareness of your communication abilities. At the same time, this will clue you in to opportunities for improvement.

Learn more about the art of interviewing in the posts below, and contact Robert Half for help with finding top talent.

Tips for Conducting a Remote Interview

How to End an Interview With a Job Candidate

7 Interview Mistakes Most Managers Make

The Top 15 Interview Questions to Ask Job Candidates

Tips for Conducting a Remote Interview

How to End an Interview With a Job Candidate