Interviewing is the time where most companies rely on ‘gut instinct’ assuming that the candidate is qualified for the position when what they should be doing is evaluating their qualifications during the interview. In addition to direct questions the interview will want to prepare specific behavioral questions, knowledge questions, and questions to assess a candidate’s interpersonal skills.

The best way to conduct an interview is to have a structure established before the candidate arrives. This enables you to maintain control of the interview and to extract all the necessary information that you need to make an appropriate and effective hiring decision.

An Interview Structure Might Look Like This:

Greeting and nonverbal assessment

Brief conversation to set candidate at ease

5-10 warm up questions.

10-20 Behavioral Questions

Confirmation questions. Clarify concerns.

Candidate question period

Closing questions/discussion. Ask for references.

Address the next steps in the process.

Handshake/Goodbye

Move on to next interviewer or process is complete

Decide in advance how long you have for the interview and make sure that the candidate is aware of that time frame when you make the appointment. Also decide how you want to document the interview for later reference and in the event that any legal concerns arise. The best way to conduct any interview is to prepare ahead of time. Let’s begin with questions to ask yourself to establish a structure.

1.Who is conducting the interview?

2.How many people are going to be interviewed?

3.What will the interview format be? a.Series (will there be a series of interviews) b.Face to face with one person c.Sequential, (the interviewee will meet with several people one after the other) d.Panel (the interviewee will meet with several people at once) e.Group interview (Several candidates meet with interviewers in a group setting)

4.How much time will you allow for the interview?

5.Lastly, what questions will you ask the candidate?

Once you’ve established a general format for the interview and all parties involved know what to expect the next step is to identify key questions that you want the candidate to answer. There may be additional questions that you’ll need to ask based on the candidate’s answers and there may be fewer questions that need to be asked based on the candidate’s answers and performance during the interview. (If the candidate blows the interview in the first five minutes then there isn’t a need to prolong the agony simply cut the interview short, gracefully, and move on.)

Assessing Non-Verbal Cues

Assuming that your candidate’s have arrived in a timely manner and are groomed and dressed professionally. I’m also assuming that they have introduced themselves properly and have thanked your for meeting with them and have shaken your hand. Additionally, pay attention to how your candidate sits during the interview. If they’re attentive to what you’re saying with their posture or if they’re sitting back with their legs crossed and behaving in too casual a manner. Are they taking notes on the interview or doodling? Yes doodling. I’ve witnessed senior management drawing on their notepads one time too many! Not a good first impression unless they’re applying for an artist position.

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