Becoming a Good Interviewer

A step-by-step guide to being a better interviewer.

A key step in the hiring process is the interview. You need to be well-prepared, ask the proper questions, pay attention throughout the interview, and assess the applicant to determine whether they are a suitable match for your business.


The Art of the Interviewer

Find out how to conduct a successful interview by reading our tips below, along with answers to frequently asked questions.

Methodically approach the interview

  • Get ready

When interviewing a potential employee, it’s critical to fully prepare so as to avoid coming across as chaotic and unprofessional. Read the interviewee’s resume in advance to brush up on their qualifications and work experience, and print out a copy for use as a reference during the interview.

  • Choose your questions carefully

Make a list of inquiries that are specific to the position you are searching for, such as inquiries about abilities, understanding of the position, and prior employment. To get a solid sense of how the applicant responds to difficult circumstances, you should also include behavioral and situational questions. Such a list will help guarantee that you ask comparable questions of each contender.

  • Establish a format for the interview

An unstructured interview might lead to you losing focus and squandering both your time and the candidate’s. The easiest approach to prevent this is to lay out a plan while you prepare for the interview.

Make the introduction and summary of the position’s primary objectives and the company’s objectives the first section of the interview, followed by the interview questions. Provide the interviewee one final chance to ask a couple of questions.

  • Observe and take notes while listening

In any interview, taking notes is crucial. When the interview stage is over, it will help you keep track of how each prospect performed and allow you to compare candidates. Clearing your thoughts can help you concentrate on the candidate’s words and identify any favorable or bad qualities. If you wish to evaluate the candidate’s responses correctly, you might also want to utilize a scorecard.


How to Become a Better Interviewer

  • Identify your prejudices

We may or may not be aware of our unconscious prejudices, but we all have them. The way we evaluate applicants throughout the interview process might be impacted by our preconceptions. Consider taking a test, such as Harvard’s renowned Implicit Association Test, to identify your biases so they won’t impair your judgment.

  • A conversation with coworkers

If doing candidate interviews alone makes you uncomfortable, enlist the help of a coworker. By doing so, you may separate the interview into sections and distribute the questions. This will allow you both to take a break and listen while someone else speaks.

  • Be prepared to veer from the plan.

It’s wonderful to have a list of questions to refer to, but attempt to have a dialogue with the applicant during the interview so that they can talk more about their prior experiences and the skills they have acquired. Sometimes getting more information merely requires asking follow-up or exploratory questions.



What characteristics make a good interviewer?
  • Having emotional control.
  • Affable manner.
  • The capacity to spot talent.
  • Understanding of the work at hand.
  • Experience in people management.
  • Conversant abilities.

How do I train to do interviews?

Together with a thorough understanding of the position and previous experience managing people, you should have excellent active listening and conversational skills.

How can I make the person I’m interviewing feel at ease?

  • Be kind and welcoming.
  • Give them a beverage.
  • Avoid being late.
  • Have a welcoming and cozy setting.
  • Smile.
  • Describe the business and the position.
  • Avoid being biased and having high expectations for the candidate.

What actions ought to an interviewer take while conducting one?

  • Get ready.
  • Choose your questions carefully.
  • Establish a format for the interview.
  • As you listen, take notes.

What characteristics define a successful interview?

Together with the preparation that goes into conducting a job interview, bear in mind that you need also make the candidate feel at ease to get the greatest reaction from them. An effective interviewer is kind, talkative, and thoughtful. Before you get down to business, introduce yourself briefly and/or discuss a light-hearted subject with the prospect.

What advantages do interviews offer?

By conducting interviews, you can fully understand the candidate’s personality. While talking business and the kind of job the applicant must be able to do, you may get a greater sense of the prospect’s personality, conduct, and composure during face-to-face interviews.

How ought the interviewer to be ready for the meeting?

  • Examine each candidate’s resume and establish a list of the most important details to expand on in the interview.
  • Make your interview questions in advance.
  • Be ready to respond to inquiries applicants may have regarding the role and organization.
  • Plan adequate time for the interview and make an effort to adhere to the time restriction (roughly 15 – 30 minutes).
  • Be prepared to “sell” the prospect on your company’s aims and culture by being familiar with them.

What are some suitable inquiries to ask applicants during interviews?

  • Could you please introduce yourself?
  • Why are you interested in working for us?
  • What best describes the way you work?
  • What qualities do you have?
  • What is your greatest flaw?
  • Can you share an instance when you overcome a difficult situation?
  • Why do you desire this position?
  • Why are you interested in working for us?
  • Why are you quitting your job now?
  • Why ought we should employ you?
  • What accomplishment are you most pleased with?

What are some excellent questions to ask candidates during a second interview?

Depending on the structure of your business, you might need to request a second interview from a candidate before you can make a final choice. The initial interview would have produced a short list of applicants and given basic information about their professional backgrounds and skill sets. A second interview is more in-depth and gauges a candidate’s aptitude for the position as well as their problem-solving skills and soft skills.

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