How to Conduct an Interview

Last time we went over interview tips ( This time the tables have turned!

Even though going through an interview is pretty much a rite of passage for anyone entering the corporate space, there will come a time in your career where YOU will have to be the one conducting the interview. Maybe your immediate superior has taken leave, maybe you’ve starting a new project that needs some extra manpower, whatever the reason may be, sometimes being the one on the interviewer side of the table is as nerve wracking as being interviewed!

Don’t sweat it because we’ve got you covered. Last time we went over a few things to keep in mind when you’re attending an interview for a job (the link is at the top if you missed it!), this time we’ll go over a few things you should be thinking about when you’re vetting someone for a new job.

Who are they really?

Whomever it maybe that’s walking through the company doors and sitting in front of you, they are and always will be a real person. A person who has hobbies and interests outside of their career. Not only can you get a real good feel about what a person is like according to the kinds of things they enjoy, but you’ll also come off as friendly and your office, an inviting place to work. Some of the best conversation is born of a person talking about their passions.

Are they a conversationalist?

On the topic of conversation, pay close attention to the verbal and physical cues someone expresses during an interview. Is the conversation free flowing where topics fade into the next with ease? Are there long awkward silences where nobody is saying anything? There are a multitude of things to keep in mind with this point, but by paying close attention not just to the topics of conversation, but the conversation itself, you can net yourself some valuable insight into the mind of the person you’re talking to.

What can they teach YOU?

As a rule of thumb for anything in life, always assume the person you’re talking to knows something you don’t. Keeping that in mind, let the interviewee try and teach you something about your industry that you didn’t know beforehand. This not only give you some insight on the leadership capabilities of the recruit but will also test their critical thinking at a moment’s notice, two very valuable pieces of information.

Questions, questions, questions!

Think of the interview process as a two-way street. On the one hand you’re screening people according to your needs to fill a position in a company. On the other hand, someone is coming to your place of working looking for the next big step in their career. Any interview, anywhere, will in a sense, be conducted by both parties. In celebration of that insight, let the interviewee ask YOU some questions. Whether it be about the company culture at your workplace, or even some of the day-to-day tasks expected of new recruits, you have as much information that needs to be communicated as the interviewee!

There are arguably more fine-tuned type aspects to keep in mind when you’re interviewing someone, but those largely depend on your specific industry (which you should know by now, we’d say), so adapt to your unique situation accordingly. Happy interviewing!

For more on corporate culture

Related stories

Be part of our community