Tips for Conducting Flawless Interviews

By Adam Robinson,
December 2, 2013

Ahh interviewing. Everyone’s favorite part of the hiring process right? Probably not. If you are anything like me, you groan at the thought of conducting a week’s worth of interviews and then writing those painful rejection emails.

I’ve been in hiring mode a lot lately as the new year approaches and after several learning experiences, I have learned a few tips to conduct good interviews. 

This is from my experience:

1. Interview with a coworker

I cannot stress to you enough how interviewing with a coworker or friend will help your hiring process. Sometimes when listening to a candidate (admit it: You’ve totally zoned out during an interview) you lose track of your thoughts and forget what they just said. Oops!

Having another person in the interview room will limit these distractions and guarantee that at least someone is listening to the candidate!

2. Take notes

To eliminate any zoning, take notes while the candidate is talking so when you review your notes your brain will be triggered to remember what the candidate said.

It’s a good idea to let the candidate know that you are taking notes before the interview so they don’t think you are writing an email or doodling a picture while they talk.

3. Practice your “neutral” expression

When a candidate told me today that they “don’t work well with people” it was the first time I used my poker face. Two weeks ago my eyebrows would have shot up and my mouth dropped open. But after weeks of practice, I can now keep a neutral face, no matter what the candidate says.

Body language is important. Respect the candidate and don’t make them feel like an idiot for saying the wrong thing.

4. Make follow-up prompt

It’s important to ensure your candidate knows you are aware of their desire for a job. Email them after the interview and thank them for coming in. Also reiterate in the email the time line for making a decision.

When you decide on a candidate to hire, immediately email all candidates who didn’t make the cut. This decreases pesky phone calls and emails from candidates who are wondering their status in the hiring process.

Interviewing doesn’t have to be a pain. Download our complimentary guide to learn more!


About the Author

Adam co-founded Hireology with the mission to help growing companies make better hiring decisions through data and better technology. Adam is passionate about entrepreneurship, donating time to a number of organizations that support the entrepreneurial cause. Adam completed his undergraduate study at the University of Illinois at Urbana-Champaign, and received his MBA from DePaul University in Chicago, IL.

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