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. The interview process can vary in format, including one-on-one interviews, panel interviews or practical assessments, and it plays a crucial role in the decision-making process for hiring.
So, how are interviews conducted? Job interviews can take place in person, over the phone or by video. Depending on the role, you might give one interview or multiple rounds of interviews per candidate. Check out this article for tips on deciding which type of interview is right for the role you’re hiring for.
Why is a job interview important?
A job interview lets you assess a candidate’s skills, knowledge and potential culture 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 may be 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 a prominent or high-level role where multiple perspectives are necessary.
2. Prepare and develop interview questions
With proper preparation, you can 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 questions that focus on technical abilities and explore relevant soft skills.
Asking every candidate the same questions in the same order in a structured interview may also make the hiring process more consistent and fair.
Consider preparing a mix of behavioral, situational and fun interview questions.
3. Apply the STAR interview structure
A common interview technique is STAR, which stands for:
- Situation: A situation or challenge
- Task: An individual’s task, duty or responsibility
- Action: The action a person takes to overcome, improve or resolve the issue or challenge
- Result: The outcome of the actions taken
The STAR structure for questions and answers can give you insight into how applicants apply decision-making abilities. Candidates often use the STAR interview method when answering behavioral questions.
Keep the STAR method in mind when you’re coming up with interview questions. If a question can’t be answered using this method, you may want to rephrase it or choose a different question.
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.
5. Practice the 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.
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 cover letter and resume 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 give them topics to inquire about.
Consider setting clear expectations by sharing the following:
- How long the interview may last
- The interview format
- Work-related tasks, such as tests or assessments during the interview
8. Ask the questions
Ask your prepared interview questions one at a time. Give the interviewee plenty of time to answer. If they don’t give many details, you might 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 beforehand to keep the interview flowing well.
9. Take interview notes
During the interview, take notes to remember crucial 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.
Frequently asked questions about how to conduct a job interview
How do you start an interview?
Kick off an interview by introducing yourself (including who you are and what you do), providing a brief background of the company and giving 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 30-60 minutes, but the length may depend on the position and type of interview. The interview should allow enough time for you 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.
Can I ask candidates about salary expectations during the interview?
Yes, you can ask candidates about salary expectations during the interview. Prepare for conversations about salary by comparing the compensation you’re offering to the current industry standard.
How many people should conduct an interview?
Involve only as many people as you need. Requiring a candidate to go through multiple rounds of interviews with dozens of people may be offputting and lead to a bad candidate experience. Instead, aim for interviews to include no more than 3-5 people, depending on the role. This may include the recruiter, the manager, the manager’s manager and/or a peer.