Interview Tips For The Interviewer

You may not know it, but the Candidate also interviews the Interviewer. While you interview the Candidate to see if they are a good fit for your position, they are also checking to see, through you, if your organization is one they would like to work for or not. So, an interview is just as much for the Interviewer as it is for the Candidate.

Furthermore, an interviewer often doesn’t speak for themselves alone; they also speak for their organization.  So, it is the job of the Interviewer, not just to hire the best Candidate, but to make sure that the Candidate whether hired or not, leaves the interview with a great impression of the organization.

So, here are a few tips to conduct the perfect interview:


An Interviewer who comes unprepared to an interview gives a nonchalant and indifferent vibe. You could risk having the Candidate feel like they’ve wasted their time or feel that you are unprofessional. So, to come prepared, make sure that you:

  • Get Reacquainted with Company Mission and Vision: Remind yourself of what the company/ organization stands for so that you can adequately present the company ethos and culture to the Candidate. Also, make sure to showcase the perks and benefits of the job; knowing what are the keys benefits to working with your company is vital when it comes to attracting the best talent.
  • Prepare Your Questions: Take your time to prepare a list of questions for the Candidate that completely covers the Candidate’s role in the job.
  • Review the Candidate’s Work Samples: This is especially important if you are hiring a creative or tradesman. Reviewing the Candidate’s work beforehand enables you to make notes and take down specific and tailored questions.
  • Have a printout of the Candidate’s résumé so that you can refer to it during the interview.



Asking the Candidate what their greatest weakness or strength is during an interview is irrelevant unless it specifically relates to the job. So:

  • Ask Questions Directly Related to the Job: Or create a scenario where the Candidate comes up with a solution to a problem that relates to their job description. For example, if you are hiring a chef, could ask what strength and weaknesses they bring to the kitchen, or what are their best cooking styles etc. Asking direct questions about the job gives you a better opportunity to gauge the Candidate’s expertise and shows them you haven’t just printed some generic questions off.
  • Rate the Candidate as You Ask: You can create a scale that allows you to rate the Candidate’s answers to your questions. A numbered poor to excellent scale will work great, this will allow you to procced with a good flow while still having a great means of collecting feedback and scoring interviews.



Most candidates are nervous during an interview, so it’s not a horrible idea to try to make them as comfortable as you can. Also, this will work in your favour because it will boost the image of your brand. To do this:

  • Offer the Candidate a beverage.
  • Do not keep them waiting: If the Candidate is made aware that the interview starts at 1 pm, make sure that you are ready with everything you need at that time. It’s impolite to keep a Candidate waiting too long. If there are reasonable delays, make sure to keep the candidate updated with progress and let them know how long they can expect to be waiting.
  • Be Conversational: It is not a battle of wits, and you are not expected to razzle your Candidate. Open on a positive note and keep it conversational. You can try to break the ice by asking the Candidate questions about their interests or hobbies.



It is so easy to let bias and prejudice into an interview, but there is no place for it. So, to make sure that this doesn’t happen:

  • Figure Them Out: The best way to avoid this during an interview is to know what to avoid. The Harvard IAT will help you become aware of biases so that you know what to avoid. The goal of an interview is to stay objective so that you can pick the most qualified Candidate.
  • Have a Colleague Join You: A colleague will provide a fresh set of eyes and will help keep your bias or prejudice out of the interview. Make sure to pick someone objective and open-minded.


Of course, the Candidate will have questions, never assume that they won’t. Give them the floor after you are done and let them ask their questions. This works in both your favours because it will give the Candidate clarity, gives them a further chance to shine and show further expertise andwill provide you with an opportunity to add any information that you may have forgotten.



During an interview, you must listen, really listen, not just to the words but to non-verbal cues. A lot that is left unsaid can be heard in the non-verbal cues. This can help you detect the Candidate’s level of honesty.

In the same vein, you mustn’t rely completely on this. Body language varies and can be influenced by things such as culture, and the Candidate may mean a completely different thing while you interpret another.


Naturally, you will have more than one Candidate, use the same questions, especially if they are applying for the same role. Asking the same questions gives you a basis to compare their answers, and this way, you can pick the Candidate with the right answers that gave the best impression fairly. Also, ask open-ended questions to provide the candidates with a chance for unique and elaborate answers.


There’s no need for snarky comments or innuendos, stay focused and polite. Also, it is not about you. The Candidate doesn’t want to know how many cats you have, what their names are or what you feed them. Don’t make it awkward, some ice breaking conversation and rapport building is great to help the candidate open up, but try not to let the conversation revolve around yourself too much.


Follow up with your Candidate afterwards, whether or not they got the job to give them an update.

Here’s to finding the right Candidate for the job! Have fun hiring.


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