As an employer, conducting face-to-face interviews is a critical step in identifying the best fit for your team and organisation. How do you make the most of these interactions:
- Preparation and Planning
- Review the Candidate’s Profile: Thoroughly examine the candidate’s CV, cover letter, and any other submitted materials. Understand their qualifications, experience, and career trajectory.
- Define Interview Objectives: Clarify what you want to assess during the interview. Consider technical skills, cultural fit, problem-solving abilities, and soft skills.
- Select Interviewers: Choose team members who will participate in the interview process. Ensure they understand their roles and responsibilities.
- Creating a Positive Experience
- Welcome and Introduce: Begin the interview by creating a warm and welcoming atmosphere. Introduce yourself and any other interviewers present.
- Set Expectations: Explain the interview format, duration, and what you’re looking for. Put the candidate at ease.
- Ask Open-Ended Questions: Encourage candidates to share their experiences. Examples include:
- “Tell us about a challenging project you worked on.”
- “Describe a situation where you had to resolve a conflict within a team.”
- Listen Actively: Pay attention to verbal cues, body language, and tone. Understand their motivations and values.
- Assessing Skills and Competencies
- Technical Skills: Pose relevant technical questions related to the role. For example:
- “How would you approach optimising a database query?”
- “Explain your experience with XYZ.”
- Behavioural Competencies: Evaluate teamwork, problem-solving, adaptability, and communication. Use the STAR method (Situation, Task, Action, Result) to explore their past experiences.
- Cultural Fit: Assess alignment with company values, team dynamics, and work environment.
- Behavioural Interview Techniques
- Role-Playing Scenarios: Simulate real-world situations. For instance:
- “Let’s role-play a customer complaint. How would you handle it?”
- “Imagine you’re leading a team project. How do you delegate tasks?”
- Probe Deeper: Ask follow-up questions to understand their decision-making process and thought patterns.
- Assessing Soft Skills
- Communication: Evaluate their ability to articulate ideas clearly. Ask about their experience in presenting to stakeholders or collaborating with cross-functional teams.
- Empathy and Emotional Intelligence: Observe how they interact with others. Do they actively listen? Can they navigate interpersonal challenges?
- Leadership and Adaptability: Discuss their leadership style, adaptability to change, and willingness to learn.
- Closing the Interview
- Candidate Questions: Allow candidates to ask questions about the role, team, or company. Their questions reveal their genuine interest.
- Next Steps: Explain the subsequent stages of the hiring process. Be transparent about timelines.
- Express Gratitude: Thank them for their time and interest. A positive ending leaves a lasting impression.
Remember, face-to-face interviews provide valuable insights beyond what’s on paper. Be professional, respectful, and attentive to ensure a positive experience for both you and the candidate. Happy interviewing!
