What is a job interview?

A job interview is a conversation between a job applicant and an employer to assess the applicant’s qualifications, skills and fit for a particular role. Interviews play an important role in the candidate’s experience and decision-making process.

The interview process can vary in format, including one-on-one interviews, panel interviews or practical assessments. Job interviews can take place in person, over the phone or by video. Depending on the role, you might also conduct a single interview or multiple rounds of interviews per candidate.

“Following a strong interview process is essential when trying to fill roles on your team effectively. Planning ahead increases the likelihood of your process being successful.”

—Joe Scotto, HR leader

Why is a job interview important?

A job interview lets you assess a candidate’s skills, knowledge and potential cultural add. You can also use job interviews to compare candidates or build a list of future talent options for other open positions.

Learning how to conduct job interviews effectively helps you maximize your time and resources by hiring candidates who are likely to stay with your company. This may help you save on onboarding costs and reduce employee turnover.

How to conduct a job interview in 12 steps

Thoroughly preparing for an interview helps you ask intentional questions that give thoughtful insight into a candidate and their skills.

Consider the following steps on how to conduct an interview successfully:

1. Consider the interview style and number of interviewers

Decide the type of interview and whether you prefer virtual, phone or in-person. Group interviews may work well if you’re hiring a large number of people for similar roles. Panel interviews are often beneficial for prominent or high-level roles that require multiple perspectives. Panel interviews can save time for all parties. Entry-level roles often require fewer interview rounds than more senior roles.

2. Prepare and develop interview questions

Proper preparation allows you to create tailored questions based on the position’s requirements. Start by reviewing the job description and identifying the key skills, experience and qualities necessary for success in the role.

Create a list of interview questions that focus on technical abilities and explore relevant soft skills. Prepare a mix of behavioral, situational and fun interview questions. We’ve compiled 1000s of interview questions for over 500 jobs for you to consider.

Asking every candidate the same questions in the same order in a structured interview may also make the hiring process more consistent and fair, as it makes it easier to compare candidates. If using multiple rounds of interviews or interviewers, you might consider having each round focus on a different area, such as technical skills.

3. Apply the STAR interview structure

A common interview technique is the STAR method, which stands for Situation, Task, Action and Result. Using the STAR method when developing questions can give you insight into how applicants apply decision-making abilities.

Candidates often use the STAR interview method when answering behavioral questions. If a question can’t be answered using this method, you may want to rephrase it or choose a different question.

Here’s how to apply the STAR method when creating interview questions:

• Situation: Ask about a situation or challenge
• Task: Discuss the candidates’ tasks, duties or responsibilities as they relate to the situation
• Action: Ask about the action they took to overcome, improve or resolve the issue or challenge
• Result: Discuss the outcome of the actions taken

4. Create a rating scale

Assessing and comparing candidates is easier when you establish an interview rubric. The scoring sheet typically includes all the interview questions you plan to ask. Compare candidates’ scores to get an average rating for each.

If multiple interviewers will be using that rating scale, meet as a team to clarify how ratings will be applied, as individuals might view the same response differently and score it differently.

5. Practice conducting an interview

A practice session helps you gain confidence in how to conduct job interviews. A trial run can help you determine if the questions need adjustments and anticipate the length of the interview. Consider sharing the questions with the hiring manager before meeting with candidates to confirm alignment if interviewing for a role you may not be familiar with or a new hiring manager.

6. Review each candidate’s information

Reviewing background information on each candidate before the interview may give you a better idea of what to expect. Start by reviewing their resume and cover letter to assess their education, background and skills. You might also identify areas of their professional career you want to learn more about.

7. Welcome the candidate

A warm welcome at the start of the interview helps put the candidate at ease. Introduce yourself, the role and the organization’s goals and objectives. This gives candidates a better understanding of job expectations and can provide them with topics to inquire about.

Consider setting clear expectations by sharing the following:

• How long will the interview last
• The interview format you will follow
• An overview of any tests or assessments that may be conducted during the interview
• When the candidate will have an opportunity to ask follow-up questions

8. Ask interview questions and listen carefully

Ask your prepared interview questions one at a time. Give the candidate plenty of time to answer and take the time to listen closely to their answers. If they don’t offer many details, you can ask follow-up questions to gain more insight.

In a panel-style interview, panelists typically take turns asking questions. If you use this style, you may assign questions in advance to keep the interview on track. Another option during a panel interview is to assign topic areas or observational expectations to each panel member based on their role.

9. Take interview notes.

During the interview, take notes to remember important details. Remember to balance note-writing with active listening during the interview. If you’re conducting a video interview, consider recording it so you don’t have to take notes. Always ask the candidate’s permission before recording.

10. Let the candidate ask questions

Save time at the end of your interview to let candidates ask questions. This lets them assess the position and can provide insight into their level of interest. An engaged and invested candidate typically asks relevant questions.

11. Share the next steps in the interview process

Close the interview by explaining the next steps, including when they may hear from you and what the rest of the interview process might look like. You might also inform them of your intended timeline for filling the position and ask about their availability.

12. Make a decision about your new hire

Review your notes after completing all interviews. You might use a scoring rubric to evaluate candidates fairly and objectively. Consider each applicant’s skills and how they may add to your team.

Remember to inform all applicants of your decision. Getting back to them, even with a rejection letter, helps establish a reputation as a considerate employer.

FAQs about how to conduct a job interview

How do you start an interview?

Introduce yourself, including who you are and what you do, provide a brief background of the company and give an overview of the role the candidate is interviewing for. You can also help reduce a candidate’s stress by explaining the steps in the interview process and easing into the interview by building rapport before starting with questions.

How long should an interview last?

A standard interview usually lasts 30 to 60 minutes, but the length may depend on the position and interview format. A screening interview may only last 15 minutes, allowing enough time to validate basic information and create a short list of applicants for a full interview. The interview ideally allows you enough time to learn about the candidate while respecting the applicant’s time.

How many people should conduct an interview?

The number of people you need to interview a candidate depends on the role. A higher-level role may require more rounds of interviews and involve people from different teams. An entry-level role may only require one interview with one or two people. Meet with the hiring manager to determine the number of rounds and attendees before starting to interview applicants.

Can I ask candidates about salary expectations during the interview?

You can ask candidates about salary expectations during the interview. Prepare for salary conversations by comparing the compensation package you’re offering to the current industry standard. Some states may have laws about what can be asked during an interview; be sure to check local resources and any limitations that may apply to you.