The interview is one of the most critical steps in the recruitment process. It’s your chance to explore not only the background, experience, and skills of your candidates – but also their personality, values, motivations, and how well they will integrate with your team and culture. A well-run interview will give you the insights you need to make a confident hiring decision.
But a successful interview doesn’t just happen. It takes preparation, structure, and the ability to ask the right questions in the right way.
Here’s how to run a strong, consistent interview that helps you identify the best person for the role – and leaves a great impression of your business in the process.
1. Preparation: Set the Foundation
Before you speak to your applicants, make sure you’re clear on the following:
Role clarity: Know exactly what success in the role looks like – what are the key deliverables, and what skills or experience are truly non-negotiable.
Candidate fit: Consider not only technical skills, but soft skills, values, and personality traits that will complement your existing team.
Structured questions: Prepare a consistent set of questions tailored to the level and requirements of the role. This makes it easier to compare candidates fairly and objectively.
Tailored CV review: Familiarise yourself with each candidate’s CV in advance. Make note of anything that warrants further exploration – gaps in employment, short tenures, or achievements that catch your attention.
Tip: Have a printed or digital interview form ready for each interview to help you stay on track and take consistent notes.
2. Interview Structure: Keep it Consistent
A good interview structure helps you stay in control of the conversation and ensures all the key areas are covered.
A typical structure might look like this:
Welcome and introductions – Set a relaxed and professional tone.
Candidate background – Let them walk you through their experience.
Competency and situational questions – Explore skills, behaviours, and past performance.
Cultural fit and motivation – Understand what they value and how they work with others.
Overview of the role – Provide some context and expectations.
Candidate questions – Give them time to ask about the company or role.
Wrap up and next steps – Outline what they can expect after the interview.
Tip: Aim for the candidate to do about 75% of the talking – that’s when the best insights come through.
3. Interview Questions: Dig Deeper
Asking the right type of questions will help you get meaningful responses and avoid surface-level answers.
Focus on these types of questions:
Open-ended: Encourage detailed responses.
“Tell me about a time you had to manage a difficult customer.”
Behavioural: Explore how they acted in past situations.
“Describe a time you worked under pressure – what was the outcome?”
Situational: Pose hypothetical challenges.
“How would you approach improving a process that wasn’t working?”
Motivational: Understand what drives them.
“What are you looking for in your next role that you don’t have currently?”
Tip: Avoid leading questions and instead focus on prompting the candidate to tell stories – that’s where you’ll learn the most.
4. Employer Brand: Remember, You’re Being Interviewed Too
A great interview isn’t just about assessing the candidate – it’s also your chance to make a strong impression.
Use the interview to:
- Highlight what makes your business unique and what makes you a great employer.
- Talk about your culture, growth plans, and the benefits of joining your team.
- Be open and transparent about the challenges of the role – the right candidate will appreciate your honesty.
Remember, top candidates are assessing you just as much as you are assessing them. Don’t miss the opportunity to promote the role and your organisation in a genuine and compelling way.
Need a Hand? Let’s Talk Interview Coaching
Not everyone feels confident running interviews. If you’d like to improve your interview technique to help make sure you’re identifying the right people for your business, we can assist.
Our Recruitment Insider coaching sessions are designed to sharpen your interview skills and give you simple, effective tools you can apply immediately. Whether you’re new to interviewing or just want a fresh approach, we’ll tailor our support to suit your needs.
Get in touch with us today to learn more about how we can help you run better interviews and make great recruitment decisions.