How to Conduct Job Interviews When You’re New To Interviewing

Interviewing well and in a way that optimizes the prediction of job fit and performance is a frequent concern for folks new to (and experienced in) interviewing. It’s a topic I spend a fair amount of time on in my HR management course.  Irina Cozma just published an excellent, accessible summary in the Harvard Business Review that’s sure to help those interested.

The article summary highlights the fast track to interviewing well and I’ve added my take and a bit more on each (in bold).  Dive into article for more!

1. Prior to conducting the interview, identify what skills the candidate must have versus what skills can be taught on the job – This preparatory step is hugely important, know what you’re hiring for and prepare questions accordingly, ideally around skills and abilities you aren’t already assessing with other parts of your hiring process (like PXT Select)
   
2. Make sure your questions prompt candidates to share specific examples – Don’t settle for less, help folks tell you what they’ve actually done that’s relevant.  This is the information you need to make the most of the interview.
   
3. Practice with a peer beforehand, and ask them to give you difficult answers so you can navigate unexpected situations – In support of the prior point, you should also work to get comfortable with prompting folks to recount their past experiences and substantiate them. Your interview shouldn’t be a trick process, you want to know what a candidate has done – past performance is often the best predictor of future performance.
4. Set a positive tone at the start of the interview by asking the candidate about their day – Don’t underestimate preparing to build some rapport if you’re new to this, you’re being interviewed as well!
   
5. Take notes, don’t rely on your memory, especially if you’re interviewing multiple people – Ideally, you should also be using anchored rating scales relevant to each question and the skill(s) you’re seeking to assess with it.  Anchored scales are numeric scales where each scale point is clearly defined for each skill.  This takes some prework, but goes a long way to pushing back on unintended biases and, ultimately, determining legitimate differences in interviewed applicants.
6. Evaluate the candidate — and your own experience conducting the interview. – The aforementioned anchored rating scales and your notes (and those of other interviewers) are key!  Allow an anonymized channel (like a simple link to a Google form you’ve prepared) for the candidate to report back on their experience with you and your organization throughout the interview and hiring process.  Act on what you receive to improve your process and applicant reactions.
   

You’ve got this!