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How To Conduct a Job Interview


Knowing how to interview someone the right way is an important part of the hiring process. When you ask the right questions, you can better understand the contents of a candidate’s resume and/or cover letter.

The questions you ask when conducting an interview also allow you to measure the candidate’s ability to think quickly, describe how they overcame challenges or contributed to the success of projects, and if they’re able to perform expected work tasks. Additionally, a job interview can help you compare potential candidates with others to choose the one that best fits the needs of the role.

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What is a job interview?

There are various types of interviews, including one-on-one interviews (the most common type), group interviews, virtual interviews, panel interviews and more. Check out this article for tips on deciding which type of interview is right for the role you’re hiring for.

Related: How to Conduct a Successful Virtual Interview on Indeed

How to conduct a job interview

Because each question asked in a job interview should be intentional, it’s important to prepare ahead of time, carefully assess the role you’re hiring for and ask a wide variety of interview questions. You can conduct a job interview using the following steps:

  1. Prepare for the interview
  2. Choose the interview format
  3. Understand the STAR interview process
  4. Describe the company and the position to the interviewee
  5. Explain the interview process to your interviewee
  6. Learn about the interviewee’s career goals
  7. Ask interview questions related to the position
  8. Gather more information with follow-up questions
  9. Take notes to help you remember important information
  10. Give candidates the chance to ask questions
  11. Describe the next steps

1. Prepare for the interview

Prepare for the upcoming interview by evaluating the position you’re hiring for and going over the candidate’s resume and/or cover letter. Consider what needs the role will fill for the company and then compare those needs to the expected education, skills and experience requirements of your preferred candidate. Carefully organize these requirements into a list and then use them to create intentional interview questions.

Consider asking a mix of behavioral,situational andfun interview questions.

Related: Best Interview Questions to Ask Candidates

2. Choose an interview format

When conducting job interviews, there are two main formats to choose from: in-person and virtual. In-person interviews occur face-to-face between you and your candidates, while virtual interviews use video conferencing technology such as Indeed Interview to conduct the interview remotely.

Choosing the right interview format can depend on several factors, including the nature of the job, the location of your business and interviewee, and any scheduling or logistical constraints. In-person interviews are ideal for jobs that require a physical presence, such as those in the hospitality or healthcare industries. They can also allow for a more personal connection with your candidates, which can help build rapport and create a more positive interview experience.

Virtual interviews, on the other hand, are a convenient option for both of you. They can be conducted from anywhere with an internet connection, saving time and money on travel expenses. Virtual interviews can also level the playing field for candidates who cannot travel for an in-person interview. Indeed Interview makes virtual interviews easy to use by not requiring any additional software and allowing you to schedule right from your Employer Dashboard. 

Overall, the choice between in-person and virtual interviews will depend on the circumstances of the job and your preferences. By considering the pros and cons of each format, you can make an informed decision and create a positive interview experience for everyone involved.

3. Understand the STAR interview process

The STAR method is a common technique used when interviewing promising candidates. The STAR acronym stands for:

  • Situation: Describe the situation or challenge faced
  • Task: Describe the individual task or requirement
  • Action: Describe the action taken to overcome the situation or challenge
  • Result: Describe the result or the outcome of the action taken

Job candidates often use this method when you ask them behavioral interview questions. This category of questions asks candidates to describe a time when they used specific skills in the workplace or overcame a professional challenge. Listen for the STAR technique in candidates’ answers to make sure they’re fully addressing your question.

If the interviewee doesn’t use the STAR method when answering your questions, you can use the STAR method to create follow-up questions or to request more information to better understand a candidate’s previous experience. For example, you can ask candidates to be more specific or to describe the results of their action.

Keep the STAR method in mind when you’re coming up with interview questions to ask as well. If a question can’t be answered using the STAR method, you may want to rephrase it or choose a different question.

4. Describe the company and the position to the interviewee

Kick off the interview by introducing yourself and discussing the position with the interviewee. Give a brief background and overview of the company and how the position they’re interviewing for fits into the organization’s objectives and goals. This gives job candidates an opportunity to better understand the
expectations and responsibilities of the position.

5. Explain the interview process to your interviewee

Inform the candidate about what they can expect during the interview process, including its format, how many people will be interviewing them, the expected length and whether or not the company expects them to complete work-related tests or assessments. This keeps the interview organized and sets clear objectives and expectations for both you and the candidate.

Related: 7 Interview Techniques to Conduct an Effective Interview

6. Learn about the interviewee’s career goals

Before jumping into role-specific interview questions, it can be useful to better understand the interviewee’s career goals. Ask general questions about their professional interests and why they’re interested in the position.

This gives you an opportunity to understand where their expectations lie in terms of professional development and helps you assess their understanding of the company and the position itself.

7. Ask interview questions related to the position

After asking about the candidate’s career goals, transition to role-specific questions. Consider coming up with a list of interview questions ahead of time.

If you’re interviewing multiple candidates, it may also be helpful to come up with a way to score each interviewee. For example, you might grade them on their confidence and poise when answering questions, their ability to answer clearly and concisely and whether they addressed each part of a multiple part question. You can also choose to develop a more analytical grading rubric for answers to technical questions in engineering or computer-related jobs. Here’s more on how to conduct a structured job interview.

Conducting round two interviews? Here are some interview questions to ask.

We’ve compiled 1000s of interview questions for over 500 jobs to help you get to know a potential employee.

8. Gather more information with follow-up questions

Gather additional information about a candidate’s experience by asking follow-up questions. Asking a candidate to expand on their answers can give you greater insight into their thought processes, personality, values and experience.

Always be ready to ask a follow-up question and use your list of pre-written interview questions as a guide, rather than a strict plan.

9. Take notes to help you remember important information

To help you make more confident and informed hiring decisions, take notes during the interview so you can remember more details later on. For example, you can jot down your first impressions of the candidates, take note of their body language and write down a few tidbits of information you learn from a candidate’s answers.

However, be careful to maintain the right balance between note-taking and active listening. Ensure that you’re making eye contact and fully engaging in the conversation, only pausing to take down notes every once in a while.

10. Give candidates the chance to ask questions

Make sure you give your interviewee time to ask questions about the position, team and company. Not only does this give them the opportunity to evaluate if the position is a good fit for them, but it also allows you to measure their interest and understanding of the company.

11. Describe the next steps

Close the interview by explaining what the candidate can expect in terms of next steps, including when they can expect to hear back from you and what the rest of the interview process might look like. This is also a good time to inform them of your intended timeline for filling the position.

If you choose not to move forward with a candidate after the interview, be sure to send a candidate rejection email

When you know how to conduct an interview, you can find out more than what a job application, resume and cover letter will tell you. Asking the right questions and following an effective and fair interview process can help you decide how well a candidate’s skills, experience and personality align with company needs and avoid costly hiring mistakes.

FAQs about how to conduct a job interview

How long should an interview last?

A standard interview usually lasts for 30 to 60 minutes, but the length can vary depending on the position and type of interview. As a guideline, the interview should allow enough time for you to learn about the candidate, but it shouldn’t last so long that the candidate (and you) become fatigued.

How can I be sure the interview is fair and doesn’t manifest unintentional bias?

You clearly want to be fair to every interviewee. But sometimes, unconscious bias can creep into comments and questions. To avoid that, focus on skills and experience, and avoid personal questions unrelated to the job. You should also prepare the same foundational questions for all candidates, varying the phrasing only to include specifics about the interviewee’s skills, education and experience. Finally, come up with a way to score each interviewee. You may even want to develop a rubric, so your assessment of candidates will be standardized.

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. Don’t automatically rule out candidates who suggest a figure that’s above the range you’re offering. Some interviewees start high, expecting a negotiation.

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How to conduct a job interview FAQs

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 many people should conduct an interview?

The number of people you’ll need to interview a candidate depends on the role. For example, a higher level role may require more rounds of interviews and more people from different teams to interview the candidate. An entry-level role, on the other hand, may only require one round of interviews with one or two people.

Whatever you decide, involve only as many people as you need. Requiring a candidate to go through multiple rounds of interviews with dozens of people can turn them off 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 therecruiter, the manager, the manager’s manager and/or a peer.

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