Is She ‘The One’? – Conducting a Job Interview

Conducting a Job Interview is a key managerial function, yet one that few take the time to do well.  Below we discuss the following aspects of Conducting a Job Interview:

• The difference between great interviews, and bad interviews
• The interview format
• Assessing the candidate
• Interview questions
• Analyzing responses

Great Interviews

Conducting a Job Interview well means that you have mutually respectful conversation that determines the quality of the match between a candidate’s skills and the competencies required for a specific position.

Bad Interviews

Conducting a Job Interview poorly means it becomes an inquisition that provides the illusion of power to the interviewer and a high level of anxiety to the candidate.

Conducting a Job Interview:  Interview Format

• Introduction – ensure the candidate knows everyone else in the room, and provide any context that may be relevant to Conducting the Job Interview
• Explain the process – remind the candidate what to expect.  You should have set these expectations prior to the interview, but it is always good to review it again.
• Ask your questions – use a mix of Situational and Behavioral based interview questions.  It is also suggested you prepare in advance 3 – 5 “Killer Questions” that you ask each of the candidates, and score them on their response.  The rest of your questions can vary slightly from candidate to candidate.
• Describe the job – A key part of Conducting a Job Interview well is giving the candidate enough information to determine the appropriate fit for themselves.  It can also act as a catalyst for the candidate to ask questions.
• Let them ask questions – Make sure you allow time for the candidate to ask as many questions as s/he likes.  Given that you have likely spent a great deal of time asking them questions, it is only fair to reciprocate.
• Indication of timeline – Tell the candidate what will happen after the interview, and in what time frame s/he can expect to hear from you.
• Close – always thank the candidate for coming to see you, and escort them out of the building if need be. 

Conducting a Job Interview: Assessing a Candidate

• What skills are nice to have, and what can be taught?
• Where are you comfortable to compromise?
• What is not up for negotiation?
• Try to involve at least one other person to assist you in the interview, and the interview debrief.
• Debrief right after the interview whenever possible
• Score and rank interview performance.  Use the Wily Manager scoring tool to do so.
• Your intuition is a powerful tool in the interviewing process, but it is not the only one.  By scoring each interview, it doesn’t necessarily mean we hire the person with the highest score, but rather encourages you to ask critical questions if you are not hiring the person with the highest score.

Conducting a Job Interview: Interview Questions 

• Create questions that are based on the key needs identified in the job description
• Design questions that build understanding
• Use open and closed questions
• Use situational and behavioral questions

Examples of Situational Questions

• “What would you do if……?”
• “What would you do if you were given a project timeline that you knew you could not meet?”
• “What would you do if you had a direct conflict with another employee?” 

Examples of Behavioral Questions

• “Tell me about a specific time when….?”
• “Tell me about a time when you had to deal with a difficult customer.  How did you handle it and what was the outcome?”
• “Describe a time when you had to sacrifice your own goals for the good of the team”
• Make sure you challenge the role they actually played and how much they were responsible as opposed to being part of a team’s success. 

Conducting a Job Interview: Analyzing the Responses

• Write down what themes you would like to see in their responses
• Answer the questions yourself – how would you successfully answer the question?
• Do you believe them?
• Are they simply saying what they think you want to hear?
• Challenge the candidate if you are not convinced.

Conducting a Job Interview: Bring to a Close

• Provide a realistic view on how long it will take to make a decision and stick to it
• If you are keen on them ask them to let you know if their circumstances change in the interim.
• Don’t promise anything until you have seen all candidates.
• Call unsuccessful candidates later out of courtesy.

3 Things to Remember About Conducting a Job Interview

1. Don’t underestimate the importance of interviews, and the risk of doing it badly
2. Think of it as establishing a good match between competencies required, and the profile of a candidate.
3. Take the time to do them well.

Free Extras for Wily Manager Members – get them here

• Examples of Interview Questions:
• Good questions
• Bad questions
• Behavioral based questions
• Situational based questions
• Common Interview Mistakes and How To Avoid Them
• Resume and Interview Scoring Tool

Watch the ‘3-Minute Crash Course’ about Conducting a Job Interview (CLICK THE ARROW TO START THE VIDEO):

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