8 tips to be a great interviewer

Every employer is out hunting that perfect candidate but you need to be the perfect interviewer to get the job done too. Our tips will ensure you fine tune the science of interviewing into an art.

Sankar Pillai
July 31, 2019

1. Standard interview details to be shared with candidates
Throwing a curveball to judge a candidate’s adaptability on the prospective job is an expected surprise at interviews. However, if a candidate is generally in the dark on job expectations even after reading a job interview ad, it reflects poorly on the firm. Candidates need to know when, where and who will be conducting the interviews, as well as the generic job requirements. The start of the hiring process is essentially a prospective employee’s first day in office so ensure the first round of interviews makes for an amazing experience.

2. Know your candidate
Prospective employees do their due diligence on employers. As the interviewer it makes sense therefore that you know everything there is to know about your candidate as well. So, read the candidate’s resume, check work samples where possible to understand the candidate’s work ethic and if this relates to your company’s requirements. These days, social media is an enabler in more ways than one and some candidate profiles can be very revealing. Researching about prospective candidates through social media channels is logical.

3. Prepare a list of questions
As an interviewer, your delivery needs to be flawless to show that you are aware of your requirements and are in command. A prepared list of questions helps, as well as interview scorecards to help you manage those questions more easily.

4. Make it a conversation, not an interrogation
The interview session is not boot camp 101, unless you choose it to be so. Make the candidate feel at ease. It is an open secret among employers that the best interview sessions are great conversations, which culminate in the hiring of the perfect candidate. Referring to point number 2 therefore, it’s essential that you know as much as you possibly can about your candidate so there are enough points for great conversation starters. Ensure that your prospective employee enjoys the interview as much as you, the outcome can only be positive.

5. Shy candidates can be great workers too
A prospective employee may appear shy and withdrawn, does not mean he or she will not make a great employee. An interviewer’s skillsets include bringing out the best in candidates, extroverts and introverts included. While some positions, like sales require an immediate rapport to be established between an employer and a jobseeker, many professions don’t essentially have the same requirement, and lack of conversational skills do not necessarily translate to lack of expertise. As a good interviewer, you therefore need to know how to put a candidate at ease. Compliment candidates on their accomplishments and allow them to highlight their strengths to build confidence.

6. Engage in a conversation, don’t hijack it
Interviewers often make the mistake of not providing candidates enough opportunities to get a word in edgeways. Be aware that the interview is all about hiring the perfect candidate, it’s not a platform for you as an interviewer to air your talents. Allow candidates to make their points and encourage them to highlight their strengths, ensuring that the interview continues to be a conversation. Candidates may also have queries about the firm. Encourage them to pose these questions and clear their apprehensions in the best way you can.

7. Provide closure to every candidate
Candidates essentially spend hours prepping for interviews and do the best they can to meet job profiles. As the interviewer, you owe it to candidates to share some closure on the interview. Candidates may not complain to you if you do not provide closure, but they may complain about you.

Describe next steps, follow through on those steps, contact candidates when the process for some reason gets delayed, and eventually provide closure to every candidate. Being the employer in a major firm has its positives and negatives and you may have enough on your plate dealing with disgruntled employees. It only makes sense to ensure that unhappy job candidates do not tarnish your company’s reputation as well.

8. It does not end with the interview
As an employer and an interviewer who is hands on, ensure you keep track about how candidates and employees rate your firm. Sites such as Glassdoor offer a window into how your company and brand are perceived by the workforce. Take constructive feedback to heart and work to improve on the feedback you receive.
Now that our points have you prepped and ready to ensure future interview sessions are as successful as they can be, it’s time to seek that perfect candidate. getthat.com is the go-to resource to hire the best candidates in the business in various capacities across sectors.

getthat.com offers research features and content guides to help employers to stay on top of their game. From improving your brand retention to tips on creating the best interview ads and reviewing applicants and so much more, access our Guides to continue to be an employer of choice.

This website stores cookies on your computer. These cookies are used to improve your experience and provide more personalized service to you. Both on your website and other media. To find out more about the cookies and data we use, please check out our Terms & Conditions and Privacy Policy.