Why using the right interview techniques is important
Using the right interview techniques helps you gather meaningful insights, potentially reduce bias and make more confident hiring decisions. A structured approach ensures every candidate is evaluated consistently, allowing you to compare qualifications fairly and identify the individuals who best match your role and company culture.
Strong techniques also create a smoother, more respectful experience for candidates, which can increase the likelihood that top talent will accept an offer. Well-chosen interview techniques help you use your limited time wisely and build a more efficient, effective hiring process. Ensure the job posting is clear and focused, providing essential details and the role’s skill requirements.
“The interview process can take quite a long time when not planned in advance. These techniques can help make your process a success regardless of the role or method used.”
—Joe Scotto, HR leader
7 effective interviewing techniques
Here are seven interviewing techniques you can integrate into your current interview process to conduct effective interviews:
1. Choose where to hold the interview
Location plays a significant role in the effectiveness of your interview. Finding a quiet space allows you to connect with a candidate without distractions. Conduct the interview in a location where you can maintain privacy. This way, the candidate may feel less pressured by nearby people who might overhear them. Be sure to block time on your schedule so you are not disturbed during the meeting.
For businesses in traditional office spaces, reserve your interview room in advance. If your company culture is more relaxed, you may interview in a casual setting such as a lounge area. Retail shops and restaurants often interview candidates in a back office or a break room.
A virtual interview can be a great option, as it allows the interviewer and interviewee to connect from anywhere in the world, as long as they have a stable internet connection. This can be especially useful for companies seeking to hire candidates from diverse locations. Indeed offers a virtual interview tool that is accessible in the employer dashboard.
Whether you choose an in-person or virtual interview, double-check that everything is in order before the interview starts. This can ensure a smooth, effective interview experience and leave the candidate with a good impression of your company.
2. Prepare interview questions in advance
Prepare a list of interview questions to ask a candidate based on the job requirements and their resume. Plan to use the same set of questions for all candidates to enable more accurate comparisons based on their responses.
Here are some sample interview questions:
- Why do you feel you’d be a good candidate for this position?
- Can you tell me more about your current or previous position and your responsibilities?
- How would your co-workers describe your workplace performance?
- Why did you apply for this position?
- What are your greatest strengths and weaknesses?
The number of interview questions you prepare can depend on the candidates’ stage in the interview process. Initial phone screens, for example, are often 20 to 30 minutes long, so it’s a good idea to prepare 5 to 10 questions. For longer in-person or video interviews, prepare 10 to 15 open-ended questions and expect to ask six or seven within an hour.
Consider including open-ended behavioral interview questions so candidates can elaborate on their skills and experience and display their ability to tackle challenging topics. These types of questions can help you assess a candidate’s critical thinking and communication skills. Open-ended questions also help validate the candidate’s level of expertise in a given area and indicate their depth of knowledge.
Some examples of behavioral interview questions include:
- Can you tell me about a specific challenge you have faced and how you overcame it?
- Can you describe the steps you take when making workplace decisions?
- How do you deal with criticism?
- Can you tell me about a time you disagreed with a coworker over a project and how you handled it?
- Do you work well under pressure? Can you give an example?
- How do you prioritize your workload? Can you give an example?
Other types of interview questions to consider asking include:
3. Review the candidate’s resume and cover letter
Carefully reviewing the candidate’s resume can help you formulate the right questions, guide the conversation and gain better insight into how well the candidate’s skills and experience match the job duties.
Be sure to review the candidate’s resume before the interview. Preparing specific questions based on the language style in their resume can help assess whether they are a good fit for the role and identify sections that may appear generic.
Encourage conversation by asking the candidate to explain and elaborate on the bullet points in their resume. You can also ask them to clarify any employment gaps, timelines or unusual job titles.
4. Maintain a conversational interview style
Both candidates and employers are typically searching for the best fit. You can make a positive impression by welcoming the candidate and treating the interview like a casual conversation.
You can use the first 5-10 minutes of the interview to build rapport with the candidate. Ask how their day is going and offer a glass of water before starting. Candidates usually try to make a good first impression, so allowing them to relax in the first few minutes can help improve the experience for both the interviewer and the interviewee.
You can also bring up anything you have in common with the candidate. For example, if you attended the same college, have similar interests or have worked for the same company in the past rather than personal, non-job-related questions.
Interviews are reciprocal, so it’s important to leave enough time at the end for candidates to ask questions. This can also reveal a candidate’s level of engagement and interest in the role and company.
5. Explain the recruitment process and next steps
After the interview, let candidates know what they can expect. Explain your company’s hiring process, especially if it involves multiple rounds or conversations with other interviewers. Be clear about the next steps. Advise when to expect a phone call or email and how long it will take you to make a decision. You can also let them know when you intend to fill the position.
Setting clear expectations for the process in advance is professional and respectful of the candidate. Consider planning these steps before interviews begin and maintain consistency for all candidates.
6. Use group interviews when appropriate
You may want to consider bringing in multiple candidates for a group interview. This interviewing technique is helpful if you plan to hire a relatively large number of people quickly and for similar roles.
Group interviews can also help you assess how a candidate interacts in a team environment. By assigning a test to a group of candidates, you can observe teamwork skills and how they apply their professional abilities to complete a task.
Types of interview formats
There are several types of formats and styles you can use when conducting interviews:
In-person interviews
In-person interviews are held at the worksite, with both the interviewee and interviewer present.
Virtual interviews
These interviews are conducted entirely online and usually include a video component. This type of interview differs only in format from other interviews, as it is conducted online.
Phone interviews
Employers often use these interviews to prescreen candidates before scheduling an in-person interview. Screening phone interviews can be shorter and are used to qualify the candidate for additional meetings. Traditional phone interviews are typically more in-depth, allowing you to discover more about a candidate’s experience and how they align with the company culture and job requirements.
One-on-one interviews
One-on-one interviews involve a single interviewer and one interviewee. This type of interview can be broad, covering many topics related to the candidate’s relevant experience and personal interests, or it can focus on one area relevant to the role to inform a hiring decision.
Panel interviews
A panel interview involves a group of interviewers, typically the hiring manager, a supervisor and a member of HR, interviewing a single candidate. Panel interviews can often save time for both the candidate and the hiring team, as they allow multiple interviewers to ask questions and observe the candidate’s behavior.
Multiple interviews
Typically, employers continue to narrow down the candidate selection pool after each round of interviews. Employers should be reasonable about the number of interview rounds. More senior-level roles typically include multiple rounds of interviews than entry-level roles. Try to limit the number of people to those required to make a good decision about the candidate’s ability to do the job.
How to follow up after the interview
Once you’ve made your decision, call the successful candidates to tell them you’re extending them an offer or scheduling the next round of interviews. Discuss next steps with them so they know what to expect.
If you decide not to move forward with a candidate, it’s important to let them know. Following up with candidates after the interview shows that you respect their time and effort, which can create a positive reputation for your organization.
The term “ghosting” is often used to describe situations in which companies abruptly stop communicating with candidates despite repeated attempts to get information or closure on the process. This is seen as unprofessional and can reflect poorly on the company.
Consider sending an email to unsuccessful candidates explaining what they did well and why you made your decision, and thanking them for their time.
If the candidate is internal, consider providing feedback on how they can develop the skills or obtain additional training needed to advance their career. You might involve their manager in the process so they can develop a plan together to support the candidates’ next career advancement.
FAQs about interviewing techniques to conduct an effective interview
How can employers ensure interviewers apply these techniques consistently across departments or locations?
Employers should aim to create interview guides that align each technique with specific competencies, provide interviewer training and use standardized evaluation criteria for consistent interview best practices. Regular calibration sessions, where interviewers review sample responses and scoring, can help ensure alignment, reduce bias, and improve the quality of hiring decisions across teams.
How do effective interviewing techniques help reduce unconscious bias in hiring decisions?
Structured preparation, standardized questions and clear evaluation criteria help interviewers focus on job-related evidence rather than personal impressions. Employers can further reduce bias by limiting unstructured conversations, documenting decisions and separating rapport-building from candidate evaluation.
When should employers adjust their interviewing techniques for senior, technical or highly specialized roles?
While the foundational techniques remain the same, advanced roles often require deeper probing, scenario-based questions and multiple interview formats. Employers may incorporate case studies, role simulations or panel interviews to assess strategic thinking and leadership impact.
How can employers measure whether their interviewing techniques are actually improving hiring outcomes?
Employers should track metrics such as quality of hire, time to productivity, candidate experience feedback and turnover within the first year. Comparing these metrics before and after refining interview techniques can reveal effectiveness. Regular review of hiring outcomes allows employers to continuously improve and adapt their interview process.
