How To Conduct a Good Interview
A job interview is not just an assessment tool, it is often the deciding factor that will influence candidates in their decision to accept a new role or not. As the employer it important that you are able to interview well, as candidates are assessing your company just as carefully as you’re assessing them. A well planned and structured interview process will make it easier to gather the information needed to decide who gets the job and hopefully encourage the candidate enough so they will want to accept.
Before the Interview
Preparation is key, the more structured and intentional you are, the more reliable your hiring decisions will be.
1. Create the right environment (in-person or virtual)
- Book the room in advance to make sure you have sufficient time to conduct the interview and there will be no interruptions
- If the interview is virtual, test your technology, camera, and internet connection in advance
- Ensure the space is properly prepared (make accessibility accommodations where required), think about things like the layout of the room, how will you develop a rapport etc. A stress-free interview in comfortable surroundings has been shown to facilitate a better flow of information
- When confirming the interview ensure the candidate has all of the necessary information, such as; a map of where to come, a copy of the job description and role specification, details of who they are meeting and when
2. Review the application thoroughly
- Plan what questions you will ask by thoroughly reading the applicants CV, application form, and cover letter
- Look for any gaps in education or employment, or things that you may wish to explore
- Prepare tailored, role-specific questions.
3. Focus on skills and outcomes
- Know the job and person specification of the job inside out, it is important that your questions help you compare candidates and if they have questions for you, you can answer them
- Be clear about the core responsibilities, essential skills and competencies, cultural contribution, and measurable outcomes expected in the role – this ensures consistency when comparing candidates
4. Use structured and competency-based questions
- Structured interviews, where each candidate is asked the same core questions, are proven to reduce bias and improve hiring decisions
- Ask questions such as: "Tell me about a time you had to meet a tight deadline. What was your approach?” or “How have you handled conflict within a team?”
These provide better insight than hypothetical or purely conversational questions.
5. Avoid bias and discrimination
- Ensure your questions comply with employment law and focus only on job-relevant criteria
- Avoid questions related to age, family status, religion, health (unless directly job-related and legally appropriate), and other protected characteristics
- Consider unconscious bias training for interviewers and use scoring frameworks to maintain fairness
6. Coordinate the interview panel
- If two or more people are interviewing, decide who will deal with what topics or who will lead the interview
- Agree on evaluation criteria in advance so you are aligned on how feedback will be collected and scored
7. Share clear information with candidates
- Think about what information candidates may want to know about the job and your organisation
- Transparency reduces anxiety and improves the candidate experience
During the Interview
Once the candidate has arrived at your premises, try to put them at ease quickly and build rapport with them by asking questions such as; “Did you find our offices easily?” or “How has your day been so far?” A few minutes of informal conversation can significantly improve engagement.
1. Set expectations
- Start by introducing yourself and other people present
- Explain the structure of the interview and how long it will take
- If you plan to take notes, ask the candidate if they are comfortable with that (we suggest that you always take notes)
- Outline the company background and role, and where the job fits
2. Encourage detailed responses
- Encourage the candidate to talk about how their skills and experience apply to the vacancy
- Ask open ended questions – ones that cannot be answered with a yes or no. These will normally start with “What, How, Who, Where, Tell me about…..?”
- Allow the candidate time to think and speak. Remember to use your mouth and ears in proportion (i.e. listen twice as much as you speak)
- Ask follow-up questions to clarify impact and outcomes, and probe for specifics: “What was the result?” “What did you learn?”
3. Keep the interview focused
- If you feel the candidate is going off-track turn the conversation back to the information you need
- Ensure all key competencies are covered within the allotted time
4. Invite candidate questions
- At the end of the interview, ask the candidate if they have any questions
- Candidates expect transparency about team culture & values, career progression, flexible working
5. Close clearly
- Inform them of the next stage in the recruitment process (e.g. appointment, second interviews, tests and the estimated time scales)
- Thank the candidate for their time
- Record what was said in the interview, NOT your personal beliefs or thoughts about the candidate
- Only record or keep personal data after an interview if it is necessary and relevant to the recruitment process, or in respect of a discrimination challenge. Data that is kept should be securely stored
After the Interview
1. Evaluate objectively
- Complete your scoring immediately while details are fresh
- Assess against pre-agreed criteria
- Record evidence-based observations — not personal impressions (e.g. “Demonstrated project leadership across three cross-functional teams.” rather than “Seemed confident and would fit in well.”)
2. Data handling
- Store candidate information securely and retain only data relevant to the recruitment process, following applicable data protection regulations
3. Provide feedback where possible
- Constructive feedback enhances your employer reputation and strengthens future candidate pipelines
Effective interviewing is structured, inclusive, and candidate-focused. By preparing thoroughly, asking the right questions, reducing bias, and creating a positive experience, you increase your chances of securing top talent.
