Here are some tips for good interviewing techniques:
- Preparation: Make sure you have thoroughly read the candidate's resume and cover letter, as well as any other relevant information about them. Prepare a list of questions that will help you learn more about their skills, experience, and fit for the position.
- Active listening: Pay close attention to the candidate's responses and take notes. Listen for specific examples and ask follow-up questions to clarify their answers.
- Open-ended questions: Ask open-ended questions that encourage the candidate to give detailed responses. Avoid yes/no questions as they don't provide enough information to evaluate the candidate.
- Behavioral questions: Ask behavioral questions that relate to specific situations the candidate may have encountered in the past. These questions can help you understand how the candidate has dealt with challenges and how they may handle similar situations in the future.
- Take notes: Write down the candidate's responses and your impressions of their answers. This will help you compare candidates and make an informed decision.
- Respectful demeanor: Create a friendly, professional atmosphere and make the candidate feel comfortable. Avoid asking personal questions or questions that may be seen as discriminatory.
- Time management: Stick to the interview schedule and be mindful of the candidate's time. Try to avoid going over the allotted time for the interview.
- Thank the candidate: At the end of the interview, thank the candidate for their time and answer any questions they may have about the position or the company.
Good interviewing techniques involve being well-prepared, actively listening to the candidate, asking open-ended and behavioral questions, taking notes, creating a respectful atmosphere, managing time effectively, and expressing appreciation for the candidate's time.
Here are some specific interviewing strategies to consider:
- Behavioral interviewing: This technique involves asking the candidate to provide specific examples of how they have handled certain situations in the past. It can help you understand how the candidate has dealt with challenges and how they may approach similar situations in the future.
- Situational interviewing: In this type of interview, you present hypothetical scenarios to the candidate and ask how they would handle them. This can give you insight into the candidate's problem-solving skills and their ability to think on their feet.
- Panel interviewing: This involves having multiple interviewers, usually from different departments or levels within the company, interview the candidate at the same time. This can provide a more well-rounded evaluation of the candidate.
- Competency-based interviewing: This technique involves asking the candidate questions that relate to specific competencies required for the job. For example, if you are hiring for a project management role, you may ask questions about the candidate's ability to manage timelines, budgets, and stakeholders.
- Cultural fit interviewing: This involves evaluating the candidate's alignment with the company culture and values. You may ask questions about their work style, values, and how they handle certain situations to see if they would be a good fit for the company.
- Stress interviewing: This technique involves intentionally creating a stressful or challenging situation for the candidate to see how they react. This can provide insight into the candidate's ability to handle pressure and difficult situations.
- Virtual interviewing: With the rise of remote work, virtual interviews have become more common. These interviews may require additional preparation to ensure that the technology works properly and that the interview is conducted in a professional manner.
There are a variety of interviewing strategies to choose from, depending on the role, the company, and the preferences of the interviewer. By selecting the right technique for the job, you can get a more accurate and comprehensive understanding of the candidate's skills, experience, and fit for the position.