How To Conduct an Effective Interview

Did you know that the last 10% of an interview is the most important? Or that most hiring decisions are made within 15 seconds? 

Many people think they interview well just because they have been interviewing since the dawn of time. In a fast-moving world, without adapting your interview style, you’ll soon be left behind as your interview style becomes irrelevant. 

Having analysed the current trends in interviewing technique as well as drawing on the classics, Silver Swan has pulled together the most common pitfalls along with the areas where you can gain the most effectiveness within your interview process. 

THE DO’S

? Plan – the lack of planning is the most common flaw across all interviewers.

o read their CV in FULL.

o compile a list of required attributes THEN prepare your questions around these.

o plan to use open-ended questions and then use close-ended questions to clarify ambiguity or to confirm understanding

o allocate enough time for your interview. The candidate will detect if they are being rushed through. 

? Your questions are your tools for the interview, use them with care!

o avoid overused questions that are easy for the candidate to prepare answers for, such as ‘what are your greatest weaknesses’, ‘where would you like to be in 5 years?’ – you can easily predict what kinds of answers you will be given so therefore adding little value.

o Encourage candidates to elaborate on their answers, this can often be accomplished by repeating the phrase back to them or restating a reply. Nodding and smiling is the most effective form of encouragement. 

o Save everyone time by not duplicating questions that you may have previously asked in telephone or earlier interview stages.

? The general tone of the interview should be one of helpfulness and friendliness to ensure communication is as open and honest as possible. 

? Try to reduce the stress of the candidate in order to see them in their best light. Start by allowing them time at the beginning of the interview to adjust to the interview environment. Some small talk and pleasantries will help them to relax. 

? Don’t underestimate the final 10% of the interview. Research shows that this can be the most useful section as it allows the candidate to express anything they have missed so far. It also allows for you to summarise which will uncover any gaps in the interview. 

Most importantly…..! 

? Sell your role. Some candidates may have more suitable jobs available to them than you have suitable candidates available to you. You want the candidate to leave the interview really wanting the position. Therefore, ask questions such as “What are the top factors that you’ll use to assess a job offer?”

THE DON’Ts

? Try not to focus too heavily on cultural fit as people are very good at adapting.

? Don’t have an unnecessarily long interview process – if your interview process is too long then candidates won’t even bother applying. You may naturally respond with ‘then they’re not the right person for us’ but in today’s candidate-driven market that is the wrong attitude. They could be the perfect person which you are unnecessarily missing out on. 

? Don’t interrogate – it is not fun for anyone and only evokes anxiety. 

? Try to avoid filling silences or hurrying your questions – allow the candidate time to think before they respond. Much easier said than done!  

? Don’t fall into the trap of making your decisions instantly. Research shows that most hiring decisions are made within the first 20 seconds, it is, therefore, essential to try and hold tight for at least the first half of the interview before swaying towards a decision. 

Hopefully, this has been a useful guide. For any further advice or support from Silver Swan please don’t hesitate to contact us. 

Happy Interviewing :)

Philippa Smith

Managing Director - Silver Swan Recruitment