Tips for interviewing candidates

Quick insights

You've posted the job, reviewed resumes and narrowed down your list. Now comes the part that may feel the most uncertain: the interview itself. You might consider framing an interview as a two-way conversation where you're learning about the candidate and they're learning about your company and the role.

Whether you're hiring employees for the first time or adding to a growing team, a thoughtful approach may help. Some planning may help you get more out of each conversation.

What are the benefits of interviewing candidates?

Interviews give you a chance to go beyond the resume. A candidate's work history on paper can tell you what they've done, but a conversation may help you understand how they think, solve problems and work with others.

For example, a small business owner hiring a part-time employee might use the interview to learn whether the candidate can handle a fast-paced environment. A manager filling a customer service role might ask about a time the candidate dealt with a difficult customer.

Interviews can also benefit the candidate. The conversation lets them ask questions, learn about the company culture and decide whether the role aligns with their goals.

Some might think that interviews are only about testing the candidate. In reality, the many productive interviews feel like a conversation where both sides are exploring whether the role is a good match.

Strategies for interviewing a candidate

Learning how to interview a job candidate takes practice, but a few key steps may help you prepare, stay organized and make the most of each conversation.

Being prepared

Preparation may help the interview stay focused on what matters most. Before the conversation, you may want to take a few key steps:

If you're conducting a remote interview, you may want to test your technology and setup ahead of time to help the conversation run smoothly.

Taking notes

Taking notes during the interview may help you remember key details about each candidate. This may be especially helpful if you're interviewing several people for the same role.

Good notes capture specific examples, actions and outcomes that relate to the skills needed for the job. You may want to jot down what the candidate says about their experience, how they approach challenges and what questions they ask.

After the interview, you can use your notes to compare candidates and make a more informed hiring decision.

Discussing pay and salary

Talking about pay during the interview may help ensure you and the candidate are on the same page. You might want to ask about their salary expectations and share the range for the role if your company has one.

Being transparent about compensation can help build trust. If a candidate's expectations are higher than what you're offering, it may be better to know early. That way, neither side spends time on a role that may not work out.

Additionally, some states have rules about asking for salary history. Checking the guidelines in your area before discussing pay may be helpful.

Providing clear interview structure

A clear structure may help candidates feel more at ease and understand what to expect. You might include a few key elements:

For example, if you're interviewing three candidates for a retail position, asking each person the same questions about customer service experience may help you evaluate their answers side by side.

Learning about their career goals

Asking about a candidate's career goals may help you understand what they're looking for in a role. You might ask about their professional interests, where they see themselves in the next few years and why they're interested in the position.

These questions may give you a sense of how the role fits into their longer-term plans and what kind of growth and development the candidate is looking for.

For instance, a candidate who hopes to move into management might be a good fit for a role with a clear path for advancement. Learning about their goals early may help you decide whether your company can offer what they're looking for.

Providing next steps

Letting candidates know what happens next may help keep them engaged in the process. You may want to share the timeline for your decision, whether there will be additional interviews and when they can expect to hear back.

Clear communication about next steps may also leave candidates with a positive impression of your company, even if they aren't selected. Understanding employee onboarding costs ahead of time may help you plan for the investment in a new hire.

After the interview, you may want to review your notes, gather feedback from other participants and compare candidates using the criteria you established. An employee onboarding plan might help you prepare for the new hire's first days once you've made your decision.

The bottom line

Interviewing is a skill that can take practice, but preparation and clear plan can go a long way. Learning how to interview candidates well takes time, but thoughtful questions and clear next steps might help.

An onboarding checklist for new hires and a 30-60-90 day onboarding plan may help your new hire settle in.