Top Interview Techniques to Conduct an Effective Interview

While conducting an interview may seem simple, it’s not an easy task. A lot of preparation goes into conducting an effective job interview. Unfortunately, many hiring managers do not prepare as well as they should for this critical step, leading to costly hiring mistakes. The cost of a bad hire is steep, and we are not just talking about salary. Training costs, severance payments, hiring a replacement, and customer service problems are things that can significantly impact a business’s budget.

An ideal job interview should give us a chance to learn more about the candidate and the candidate a chance to know more about the company. Learning how to conduct an interview is extremely important for hiring the best candidates for the business.

What are interviewing techniques?

An Interview is a face-to-face interpersonal communication in which a candidate is asked questions to assess his capability for the recruitment, promotion or the expected situation. It is a systematized method used to assess a person, usually by a panel of experts. The evaluation could be for employment or promotion. Interview consists of verbal responses between two persons or between several persons.

A job interview is a scheduled, pre-arranged conversation with a clear objective that is informal. It is claimed to be the most intense dyadic of two people communicating with one another in order to exchange information. Knowledge, self-confidence, good speaking abilities, careful research of the job description, and employing the right methods are all essential for success in a job interview. According to hiring experts, a job interview offers the finest chance to assess a candidate's skills and experience, making it a useful method for determining a candidate's eligibility.

It is a challenge for any organization to get the right person into the job. Within the stipulated time of the interview, the interviewer has to make a correct evaluation of the candidate. Hence new and more effective techniques have been devised for the correct evaluation of the candidate. Today, the demands of the job market are changing, the competition on the job scenario is increasing, the jobs demand specializations and the focus on the personal qualities of a candidate is increasing rather than mere qualifications; as a result of all these, the interviewing process has included more effective techniques to judge the suitability of a candidate.

Types of job interview techniques

1. Common Interview Techniques

There are no simple interviews because they can take many different shapes and serve many different purposes. You probably picture a candidate having a one-on-one in-office interview when you think of an interview. Although this is a typical interview format, there are many more, including group interviews, informational interviews, phone interviews, and more. To increase your chances of success and ace your interview, it's critical to recognize the type of interview you'll be conducting and to prepare for it. Here are brief descriptions of the most popular interviewing methods.

2. Phone Interview Technique

When a candidate applies for a job, a phone interview is generally their second point of contact after email. In a phone interview, a potential employer—typically a recruiter or hiring manager—calls you to discuss the position and see whether you'd be a good fit. Before getting accepted for an in-person interview, it's not unusual to have several phone interviews.

3. Video Interview Technique

Employers are increasingly using video interviews as a rapid way to screen candidates due to the improved efficiency of video software. During a video interview, a candidate calls a potential employer to discuss the role. A video interview gives an employer a more thorough opportunity to observe a candidate's demeanor, level of preparation, and appearance than a phone interview.

Additionally, pre-recorded video interviews, in which applicants film themselves responding to interview questions, are becoming more and more popular with employers. This makes it convenient for the employer to view the video whenever they want.

4. In-person interview technique

A candidate meets with an employer in person during an in-person interview, typically at the workplace. The candidate will then undergo an interview with the business to see whether they are a suitable fit for the role. Employers can more accurately evaluate two things by conducting in-person interviews. An employer can determine whether you will fit into the office's culture and climate in person.

Additionally, since they will be continually observing your enthusiasm for the position, an employer can determine whether you truly desire the job if you apply in person. Keep in mind that an employer wants a passionate employee, not someone who is only interested in a paycheck.

5. Group Interview Technique

When several candidates are interviewed together by the company, it is called a group interview. Employers can interview far more candidates in a shorter amount of time thanks to group interviews. Companies also interview candidates in groups to determine how effectively they can cooperate. Group interviews can be particularly difficult for applicants because they are frequently stressful, but succeeding in them shows employers that you can function well under pressure.

6. Panel Interview Technique

A variation on conventional interviews are panel interviews. In a panel interview, a candidate is questioned simultaneously by a number of interviewers. Panel interviews are conducted by employers for a variety of reasons. Similar to group interviews, panel interviews can be nerve-wracking since they demonstrate potential employers how effectively you handle pressure. Employers can also learn about your ability to function in a group setting and deal with various personalities through panel interviews.

Interview techniques for recruiters

When interviewing candidates for an open position, you have a limited time to cover a significant amount of information. Interview techniques are useful strategies that can help you effectively and efficiently evaluate candidates so you make the right hiring decision.

An ideal job interview should give us a chance to learn more about the candidate and the candidate a chance to know more about the company. Learning how to conduct an interview is extremely important for hiring the best candidates for the business.

Here are a few effective techniques for you to carry out a successful interview,

1. Prepare for the interview

Examine the position you are recruiting for and the applicant's resume and/or cover letter as you prepare for the upcoming interview. Think about the needs the position would fulfill for the business, and then contrast those needs with the expected level of education, ability, and experience of your ideal candidate. Make a list of all of these prerequisites before using it to formulate thoughtful interview questions.

Mix up your interview questions by include some fun, situational, and behavioral ones.

2. Understand the STAR interview process

The STAR method is a common technique used when interviewing promising candidates. The STAR acronym stands for:

• Situation: Describe the situation or challenge faced
• Task: Describe the individual task or requirement
• Action: Describe the action taken to overcome the situation or challenge
• Result: Describe the result or the outcome of the action taken
  
  When you ask job prospects behavioral interview questions, they frequently employ this technique. Candidates are prompted to describe an instance in which they applied particular skills in the job or overcame a particular problem. To ensure that candidates are adequately addressing your question, pay attention for the STAR approach in their responses.
  
  If the interviewee doesn't respond to your questions using the STAR approach, you can utilize the STAR method to come up with follow-up questions or to ask for more details to gain a deeper understanding of the candidate's prior work experience. You may, for instance, ask applicants to be more detailed or to explain the outcomes of their activity.

3. Describe the company and the position to the interviewee

Kick off the interview by introducing yourself and discussing the position with the interviewee. Give a brief background and overview of the company and how the position they’re interviewing for fits into the organization’s objectives and goals. This gives job candidates an opportunity to better understand the expectations and responsibilities of the position.

4. Explain the interview process

Now that you have a basic camaraderie with the candidate, explain how the rest of the interview will transpire. Give the candidate a clear picture of the company’s hiring process and the upcoming steps to look forward to. A clear explanation is essential especially if you have a long hiring process and multiple rounds.

Details like when would the candidate be contacted, will they receive an email or a phone call, and how long it usually takes for the remainder of the process are some of the things you must clarify.

5. Learn about the candidate’s career goals

It can be helpful to comprehend the interviewee's career objectives before moving on to role-specific interview questions. Ask open-ended questions about their professional aspirations and motivations for applying for the role.

This gives you the chance to learn about their objectives for professional growth and enables you to gauge how well they understand the business and the position in question.

6. Ask interview questions related to the position

Probably one of the best interview techniques experienced recruiters follow, listing two sets of questions before every interview is important. One set of questions must be about the job opening itself and the other, particularly pertinent to the candidate.

Begin by jotting down the key responsibilities of the available position and compiling knowledgeable questions related to these responsibilities. During this process, it is important to reach out to the hiring manager who is recruiting for this particular position and extract crucial information for the questionnaire.

Secondly, gather information about the applicant and make a list of questions.

7. Gather more information with follow up questions

Ask follow-up questions to learn more about the experience of a candidate. You can gain more understanding of a candidate's cognitive processes, personality, values, and experience by asking them to elaborate on their responses.

Use your list of prepared interview questions as a guide rather than a strict plan and be prepared to ask a follow-up question at any time.

8. Take Notes

To help you make more confident and informed hiring decisions, take notes during the interview so you can remember more details later on. For example, you can jot down your first impressions of the candidates, take note of their body language and write down a few tidbits of information you learn from a candidate’s answers.

9. Give candidates the chance to ask questions

Give the candidate enough time to ask questions about the role, team, and business. This not only gives them the chance to decide whether the job is suitable fit for them, but it also enables you to gauge their level of interest and comprehension of the business.

“I will always choose a lazy person to do a hard job, because a lazy person will find an easy way to do it.” — Bill Gates

Interview techniques for candidates

A few tips for the candidates to outperform and remain confident in the interview include,

• Be on time. This often means 10-15 minutes early. Interviewers often are ready before the appointment.
• Know the interviewer’s name, its spelling, and pronunciation.
• Have some questions of your own prepared in advance.
• Bring several copies of your resume.
• Have a reliable pen and a small note pad with you.
• Greet the interviewer with a handshake and a smile.
• Don’t be embarrassed if you are nervous.
• Listen carefully to the interviewer.
• Be prepared for personal questions.
• Wait for the interviewer to mention salary and benefits.
• Close on a positive, enthusiastic note.
• No interview is complete until you follow up with a thank-you note.

Final Thoughts

If you’ve never conducted a job interview, think about the interviews you’ve experienced from the applicant’s side of the table. What worked and what didn’t? Did anything make you feel uncomfortable? Putting yourself into the applicant’s seat can help you become a more empathetic interviewer.

By using the right interview techniques, you can not only quickly find the right candidate for the job, but build a positive brand reputation that can improve your candidate experience. People talk about how they’re treated during the interview process, so make sure you’re giving them something great to talk about.

What interview techniques do you employ to woo your applicants?