The Interviewer’s Guide

Last week we looked at writing effective job descriptions when posting job offerings. The next logical thing for us to look at is the hiring process!

The applications come in. Depending on the Applicant Tracking System (ATS), there may or may not be pre-set filters that check for specific submissions or keywords in the resume or cover letter. Those that don’t get rejected by a system, if it is used at all, are then reviewed by hiring managers and recruitment staff. And once through that human filter, it’s time to start thinking about interviewing candidates.

Interviewing since about March of 2020 has become quite different, as most interviews no longer happen in-person. This also means that some behaviors and processes might differ from what they used to be. However, this does not imply that interviewing itself has changed. The guidelines that help the interviewers conduct an excellent interview remain the same.

All interviews start before the interview. Team members selected to conduct the interview need to be coached first, generally by an HR representative.

The cover letter and resume need to be reviewed before the interview by all participants. Laws on what may and may not be asked need to be discussed. Specific points in the candidate’s resume might need follow-up questions and should be marked beforehand. And there might be interviewers who know nothing about the role, who join for the culture fit portion of the talks, that may need to catch up on the needs the company has of the candidate. From all these considerations, a list of questions is prepared in advance that the team members who will hold the interview can reference.

In many companies, the candidate will be greeted by a member of the HR team. They will go over the interview, whom the candidate will be speaking with, the expected time it will take, and confirm once more if the company expects them to complete work-related tests or assessments. All of these are generally sent via email already, but it helps to have the company check once more with the candidate to make sure everything runs smoothly.

Once the interview starts, one of our hiring managers said that for her, the first goal is to put the interviewee at their ease. This is also a suggestion that will be brought up in most guides, books, and articles about interviews – and for a good reason. A relaxed interview partner will not only perform more in line with how they will at work going forward. They are also not going to lock up on their answers and be able to think through questions or problems posed. The goal is to have the candidate perform as naturally as possible, so even if they are nervous or excited, we want to help reduce that stress to see the natural person we’d also encounter on the job.

You can create such an atmosphere by starting with slow and safe questions. “Did you grow up around here?”, if the resume showed local schooling and jobs, for example, is a good ice breaker. The interviewer can also pick up on other topics with access to the resume. Talk about the area where schooling or a recent job took the candidate. Maybe you even have a short comment you can make yourself as a former alumnus or local!

During a video interview, you might hear a pet in the background, and while you might not want to address children unless the candidate does, pets can lead to a wonderfully safe conversation. Further, some pets will demand attention no matter what. If the cat jumps on the table, ask about it. Let the candidate know you’re not upset that a furry friend lightened the mood.

Transition into job-related questions with more straightforward questions that address the proven expertise of the candidate. Ask about their past and current jobs, what they have been working on (without breaking any NDAs, naturally), and ask for details on tasks that would also be relevant to the work you’d like to hire them for.

Bread and butter for interviews is the request to have the candidate describe a previously solved task. Producers might need to triage a fictional project, customer service team members might be asked how to approach a problematic payment record, and an Engineer is shown a task that might not fit the time budgeted. Interviewers will generally seek the STAR method here:

·????????Situation: Describe the situation or challenge faced

·????????Task: Describe the individual task or requirement

·????????Action: Describe the action taken to overcome the situation or challenge

·????????Result: Describe the result or the outcome of the action taken

Should your candidate not cover all four of these areas, gently prompt with a follow-up question, such as: “That sounds like it was tricky! Can you give us more detail on how you then went to solve the problem?”

But don’t fall into a rut when working on problem-solving questions. Especially in the gaming world, these questions can be fun! Asking an engineer to find a way to herd an increasing number of cats, planning the black-tie event to welcome aliens to earth, and how to find help when hit by a shrinking ray are fun, creative ways to keep the mood casual while also finding out about the problem-solving skills of the interviewed candidate.

Though the interviewer should be conscientious of not taking over too much by talking themselves, it is normal – and sometimes needed! – to reply to a statement given. For example, if the candidate said something surprising or unexpected, reply by restating what they just said. This could give the candidate time to hear their own words aloud and rethink the answer given, make corrections, or rephrase their answer.

As the candidate gives answers, make sure to show you’re still engaged. Nod along, hum in affirmation, take notes – your reactions not only encourage the candidate to keep speaking, but they also keep the welcoming, open atmosphere you have worked to establish.

While asking questions, make sure to keep all questions open-ended. Leading questions not only stress the candidate and make them chase for what they might think is the ‘correct’ answer; they also limit possible solutions. General, broad questions are more engaging to the candidate and might even yield results you had not expected to hear. By avoiding yes-and-no type questions, you’ll also allow the candidate to speak at length about the given topic.

Which leads to avoiding the need to fill silences. While we might think silence is not productive and could waste precious interview time, leaving silence to remain open is a gift to the interviewer and the candidate alike!

For the most part, silence does not mean the candidate has nothing more to say or cannot answer the question just asked. Keep in mind that even if we manage to put the potential new team member at their ease, their brain is filled with stress hormones right now. They wish to make a good impression; they might like everyone they have talked to so far and are eager to demonstrate their knowledge and skill, but their sense of time can get warped.

Silence can be a gift for the candidate and interviewer. Allow space between dialog for the candidate to formulate their answer. As an interviewer, show grace and patience during these moments - what you feel could introduce those vibes into the space. It is a great time to review your notes or jot down added information to a reply the candidate gave! If you feel too much time is passing, look at a clock that displays seconds. After ten seconds, rephrase the question to be a follow-up or ask if it is okay to proceed to the next question.

Interviewers also should keep in mind that while they evaluate the candidate's potential, the candidate will also check if they would enjoy working in the new company. Represent the company, the values it stands for, and the atmosphere to be expected. An interview needs to fit the professionality you bring into the (virtual) office. This includes potentially dressing up, if that is the standard way of your company, making sure you look groomed, and ensuring that your conduct is appropriate for the role you hold in your organization.

If you prepared yourself well for the interview, you’re bound to find the right candidate out of the many interviews you will have to fill any role!