A good interview tells you far more than a CV ever can, if you ask the right questions the right way. Here's how to run one that helps you hire the right person for the job, no matter what role you're recruiting for.
Before the interview
Make sure you plan ahead and have an idea of what you want out of the interview before it starts. Unplanned or poorly planned interviews can leave you with more questions than answers, or a poor idea of how to differentiate between candidates. Plan your questions around what the role actually needs, not just general chat. It helps to prepare:
• A few questions about relevant experience and specific skills
• Scenario-based questions to see how they'd handle real situations. You can either ask how candidates would handle hypothetical scenarios, or you can ask 'Tell me about a time that you... ' and invite them to recollect how their skills and abilities were put to action when relaying a specific memory
• The same core questions for every candidate, so you can compare fairly
During the interview
Give candidates space to answer fully rather than filling silences for them. Ask follow-up questions if an answer feels vague, since specifics tell you more than general statements. If necessary, guide them gently back to the question you asked, if you feel they haven't given the information you were hoping for. Make time for their questions too, since what they ask you says a lot about their interest in the role. And remember - job interviews are nerve wracking for candidates at times! Someone appearing a little nervous shouldn't count against them in most cases and in fact can show a certain level of investment that you'd want any new employee to bring to your team.
After the interview
Write up your notes straight away, while the conversation is still fresh. Score candidates against the same criteria so your decision is based on the role's needs, not just who you liked most. Let unsuccessful candidates know promptly, since it reflects well on your business and keeps the door open for future roles.
Frequently asked questions
What questions should I avoid in an interview?
Avoid questions about age, marital status, health, religion or plans to have children. These aren't relevant to someone's ability to do the job and could be seen as discriminatory.
How many interview rounds should a small business run?
One or two is usually enough for most roles. A single thorough interview often works well for smaller businesses, while a second round can help for senior or technical positions.
Should I use the same questions for every candidate?
Yes, for the core questions at least. This makes it easier to compare candidates fairly and reduces the risk of unconscious bias creeping into your decision.
