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Thoroughly revisit the job description:

The job description is what will drive the job posting. Things can change so quickly and some of the main points on the job spec may now be up to date. You may end up attracting people to apply that are unsuitable for the role. The job description should express the desired technical skills as well as outlining the current responsibilities and expectations. If you are unsure about the expectations asked, ask someone in that department or whoever is currently working the role for their input.

Revisit the candidates work history:

A common mistake that hiring managers make when conducting interviews is asking the candidate to repeat what is already on their CV which they have provided. This not only makes it look as though you haven’t looked over their CV, but it also eats into the time that could be spent discussing the role and asking how they think they could be the right candidate. It may also leave little to no time for the opportunity to dig into questions that will help you figure out whether the candidate would be successful in the role. This also goes for any additional information that the candidate has provided, such as a covering letter. Be sure to ask for any clarification if their CV states any gaps in employment.​

Be sure to create a general outline:

Together a basic outline to ensure you cover all the key points you wish to address throughout the interview. A well-structured plan will show candidates that you respect their time and presence. As for the schedule itself, be sure to be flexible. Remember that a lot of people are still working from home, while others are still in an office setting. Some people may find it easier to make time to schedule a face-to-face meeting than others will. If this is the case, you may wish to look into conducting interviews over platforms such as Teams or Zoom.

Memorize must ask questions:

Be sure to make a list of questions or statements that you will need to ask or inform the candidate of during the interview. This may be based on themselves, their CV, their skill base or a general must ask questions the company has decided on. Try to remember these core questions by memory, this will make it easier in the long run if holding interviews is something you do as a large part of your role.

Use a mix of question types:

Besides the must ask questions, make sure to ask questions to paint a better overall picture of the candidate. Some examples could be a combination of the below:

  • Closed-ended questions: they call for informational answers, or simply yes or no. An example could be “Have you worked in a similar industry to ours?”
  • Open-ended questions: they require thought and require candidates to reveal attitudes or options. An example of this might be “What interests you most about this position?”
  • Hypothetical questions: invite the candidate to use their imagination or react to a situation you’ve created. This could be along the lines of “If you had the opportunity to change the career path you’ve created so far. What would you change?

Listen more, talk less:

Interviews are mostly about the candidate attending. Pay attention to non-verbal cues, such as body language, eye contact and overall posture. Note if they have done their homework on the company and the role. Be sure to leave enough time during the interview of the candidate to give lengthy answers, an in depth explanation to the question asked or any other information they decide to give. The last thing you want to do is to either talk over the candidate or to cut them off altogether.

Leave room for the candidate to ask questions:

In addition to asking the questions, you should leave room for the candidate to ask you. Being able to confidently answer any questions thrown at you during the interview will show the candidate you know all aspects of the role you are both in and hiring for. The questions asked can help you assess whether the candidates have prepared for the interview and if they are genuinely interested in the role or company.