What is a job interview and why is it important?
A job interview is a structured conversation between an employer and a candidate, designed to evaluate the candidate’s suitability for a specific role. It is one of the most important steps during the recruitment process as it offers both parties a chance to interact and assess compatibility. For employers, interviews provide an opportunity to evaluate a candidate’s qualifications, skills and suitability for the role. For candidates, it’s a chance to showcase their abilities and determine if the company aligns with their professional goals.
Typically, interviews involve a combination of prepared questions, open-ended discussions and an exploration of the candidate’s background. The process may include in-person meetings, phone calls or virtual sessions, depending on the nature of the role and the organisation.
Below are some of the key benefits of the interview process:
To access instant information about a candidate
Beyond gaining comprehensive information about a candidate’s background, work experience and education, an interview often gives an immediate impression about their personality, communication skills and general suitability for your team.
It helps fill in the gaps from the job application
CVs and cover letters often can’t capture the full story. A job interview helps you clarify missing details, verify information and gain a more complete understanding of a candidate’s abilities, experiences and potential. it ensures you’re making decisions based on a fuller picture of each applicant.
It helps identify the best fit for the role
Personal interaction helps assess a candidate’s suitability for the position. Real-time conversations enable you to gauge their confidence and determine whether their skills and personality align with your company culture and the job’s requirements to help you select the right person for the job.
To gather additional information on candidates
Interviews provide an opportunity for candidates to discuss their accomplishments and approach to work in greater detail. By encouraging them to share specific examples, you can gain greater insight into their problem-solving skills, work ethic and achievements. It is also a good idea to ask about their work expectations and preferences, such as remote work and flexibility. Additionally, you can explore their views on team dynamics, leadership styles and career development goals.
It can enhance your reputation
Treating candidates with respect and conducting interviews in a professional, welcoming manner leaves a lasting impression. Even candidates who aren’t selected can leave with a positive feeling about your organisation, which can enhance your reputation and help attract future talent to your organisation. Remember – a smooth interview may be an employer branding opportunity.
Related: What is a matching and hiring platform? A guide for employers
Step-by-step guide to preparing an interview
Appropriate preparation is key to conducting a structured and effective job interview. Follow these steps to help you prepare before calling in your short-listed candidates:
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Set sufficient time aside
Set aside a specific time for the interview and choose a private, quiet location free from interruptions. Make sure the space is well-organised, professional and equipped with everything you need, including a copy of the candidate’s CV and interview materials. A distraction-free environment helps leave a positive first impression of your company.
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Write an attractive job description
Post your job with a detailed job description, including responsibilities, required skills and qualities to help attract the right candidates to the role. Highlight absolute requirements as well as areas where training could bridge skill gaps. This makes it easier to assess candidates fairly and consistently.
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Read candidate CVs carefully
Take time to carefully study the CVs of all shortlisted candidates before the interview. It is important to have a good idea of who you are welcoming by checking their background, qualifications and experience in advance. Keep a copy of the CV on hand during the interview for reference but aim to explore deeper into their skills and expertise.
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Define the key qualities you are looking for in a candidate
Identify the qualities and characteristics that are essential for the role. Think beyond technical skills to include traits like adaptability, teamwork or problem-solving ability, depending on the position. Also, note qualities you can compromise on and those you cannot.
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Write several specific questions
Draft a list of specific, well-thought-out questions to ask each candidate. While having a structured set of questions is important, be ready to adapt and ask follow-up questions based on their responses to gain deeper insights.
How to conduct a job interview
A structured and well-executed interview process can help you make informed hiring decisions while leaving candidates with a positive impression of your organisation. Follow these steps to ensure a productive and professional interview:
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Introduce yourself
Begin by introducing yourself and providing a brief overview of the organisation. Share details about your role and about the company’s mission and values. This helps ease the candidate’s nerves and sets a welcoming tone for the conversation.
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Set the stage
Take control of the interview by explaining its structure and what you hope to achieve during the meeting. Use a positive tone to guide the conversation. Remember, the way you conduct the interview reflects your company’s culture and values, so aim to present a professional and respectful image.
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Review the job description
Discuss the details of the position, including responsibilities and working conditions (e.g., permanent, temporary or contractual). This ensures the candidate fully understands the role and can assess whether it aligns with their goals and expectations.
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Start by asking general questions
Start with open-ended questions to get to know the candidate. Ask about their background, what drew them to the position and how their skills and experiences align with the job. This helps you gauge their interest and suitability for the role.
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Review the candidate’s CV
Refer to the relevant positions and achievements listed on the candidate’s CV. Aim to establish their strengths and future ambition. Openly ask about their reasons for leaving previous jobs to gain deeper insights into their career plans.
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Focus your questions on the job
Ask targeted questions that reveal the candidate’s specific skills and qualifications for the position. Use open-ended questions to encourage them to elaborate on their strengths and how they can contribute to your organisation. This approach also helps you evaluate their problem-solving abilities and communication style.
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Give the candidate a chance to ask their own questions
Allowing candidates to ask questions is an essential part of the process. It helps them determine whether your company and the role are a good fit for their goals. Their questions can also reveal how prepared they are and how genuinely interested they are in the position.
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Outline the next steps in the recruitment process
Conclude the interview by explaining the next stages of the recruitment process. Let candidates know when they can expect to hear back from you, regardless of the outcome. Providing a timeline demonstrates professionalism and helps manage their expectations.
A well-executed job interview is central to effective recruitment and requires clear communication and a structured, professional approach. Good preparation helps you evaluate candidates effectively, leave a positive impression of your organisation and make confident hiring decisions that strengthen your team and drive success.
FAQs
What is the STAR method in interviewing?
The STAR method is a structured technique used to answer behavioural interview questions. It stands for Situation, Task, Action and Result, guiding candidates to explain a specific situation, their role, the actions they took and the outcome. This approach helps interviewers assess how candidates handle real-world challenges.
What is skills-based interviewing?
Skills-based interviewing focuses on assessing the skills a candidate has rather than solely focusing on qualifications. While this includes technical skills, there is an increasing emphasis on soft skills such as communication, teamwork, adaptability and problem-solving. Employers highly value these interpersonal skills as they often play a key role in long-term success. Skills-based interviews use targeted questions, scenarios or practical tests to measure aspects directly related to job performance.
What are some common mistakes to avoid during an interview?
Common mistakes include failing to prepare thoroughly, asking irrelevant or overly generic questions and dominating the conversation instead of allowing the candidate to speak. Avoid bias and ensure the interview is structured and aligned with the job requirements to make the process fair and effective.
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