I have organised, arranged, conducted and supported clients, candidates and contractors with interviewing for nearly 30 years in the technology sector. Many of these interviews I have conducted directly myself and many I have conducted with clients as I have found this a really beneficial way to introduce the candidate, but also help the client with their decision making.
The interview process is a critical stage in hiring and job seeking, providing a platform for candidates to showcase their skills and for employers to assess the fit for their team. Interviews themselves have steadily become more common on a remote (often via MS Teams) basis and the pandemic accelerated this change, as with some many other work-related practices. The majority of contract interviews now only take place remote, with the majority of permanent first interviews being remote, followed by a face to face session.
Successful interviews require preparation, effective communication, and a strategic approach. Here are some interviewing tips and techniques to help both candidates and interviewers make the most of the interview process.
Tips for Candidates
- Research the Company
Understand the Company: Know the company’s mission, values, culture, products, and recent news. This knowledge demonstrates your genuine interest in the role and helps tailor your responses. I have sat in on countless interviews (both contract and permanent) with clients over the years with this being one of the first areas to be explored, only to find the candidate had not taken my advice and effectively ‘failed’ at the first hurdle! Even on contract this is important, albeit less detail is expected.
Know the Role: Study the job description thoroughly. Understand the key responsibilities and required skills to align your experience with the job requirements. Make sure you have had an in-depth discussion with the recruiter about this. Written job descriptions can be very misleading, often simply wrong!
- Prepare for Common Questions
Standard Questions: Be ready to answer common interview questions like “Tell me about yourself,” “Why do you want to work here?” and “What are your strengths and weaknesses?”
Behavioural Questions: Use the STAR method (Situation, Task, Action, Result) to structure responses to behavioural questions, highlighting specific examples of past experiences.
- Practice Your Responses
Mock Interviews: Conduct mock interviews with friends, family, or mentors to practice your responses and receive feedback. Your experienced recruiter can go through this with you.
Confident Delivery: Focus on clear and concise communication. Avoid filler words and maintain good posture and eye contact.
- Prepare Questions for the Interviewer
Insightful Questions: Ask questions that show your interest in the role and company, such as “Can you describe the team I’ll be working with?” or “What are the biggest challenges facing the department?” Always have at least a short list of questions.
- Dress Appropriately
Dress Code: Wear professional attire that matches the company’s dress code. As working place attire has become more relaxed in recent times, this can be hard to judge, but if in any doubt, it’s better to be slightly overdressed than underdressed.
- Follow-Up
Thank You Note: Send a thank-you email to your recruiter within 24 hours of the interview, expressing gratitude for the opportunity and reiterating your interest in the role. They can then pass this on and it shows them you are interested too, incentivising them further to chase for feedback for you quickly.
Tips for Interviewers
- Prepare Thoroughly
Know the Candidate: Review the candidate’s resume, cover letter, and any other application materials beforehand. Explore perceived areas of degrees of fit and any risks with the candidate with your recruiter.
Set Objectives: Define what you want to achieve in the interview, including the skills and qualities you’re looking for in a candidate.
- Create a Comfortable Environment
Welcome the Candidate: Start with a warm welcome to put the candidate at ease. You will always get far more from the candidate if you can do this.
Build Rapport: Engage in small talk before diving into the formal interview to help the candidate relax.
- Ask Open-Ended Questions
Encourage Detailed Responses: Use open-ended questions to allow candidates to elaborate on their experiences and skills. Examples include “Can you tell me about a time when you overcame a challenge at work?” and “How do you prioritize your tasks?”
- Use Behavioural and Situational Questions
Behavioural Questions: Focus on past experiences with questions like “Describe a time when you had to meet a tight deadline.”
Situational Questions: Ask hypothetical questions to assess problem-solving skills, such as “How would you handle a conflict within your team?”
- Listen Actively
Engage with Responses: Show genuine interest in the candidate’s answers by nodding, maintaining eye contact, and asking follow-up questions.
Avoid Interrupting: Allow candidates to complete their thoughts before moving on to the next question.
- Assess Cultural Fit
Company Culture: Evaluate how well the candidate aligns with the company’s values and culture. Ask questions about their preferred work environment and teamwork style.
- Provide Information
Role and Expectations: Clearly explain the job responsibilities, team structure, and expectations.
Company Insights: Share information about the company’s goals, culture, and any unique aspects that might attract the candidate.
Techniques for Effective Interviews
- Structured Interviews
Consistency: Use a structured interview format with a consistent set of questions for all candidates. This ensures fairness and allows for better comparison between candidates.
- Behavioural or Competency based Interviewing
Past Performance: Focus on how candidates have handled situations in the past as an indicator of future performance.
STAR Method: Encourage candidates to use the STAR method to provide clear and concise examples.
- Panel Interviews
Multiple Perspectives: Involve multiple interviewers to gain different perspectives on the candidate’s suitability. Often including you recruiter in this can give you a valuable insight into the candidate as differences can be compared between the candidates engagement with the recruiter and you as the hirer.
Balanced Assessment: Ensure each panel member has a specific focus area to evaluate, such as technical skills, cultural fit, or problem-solving ability.
- Technical Assessments
Practical Skills: For technical roles, include assessments or problem-solving tasks to evaluate the candidate’s practical skills. We have access to a wide range of technical tests which we offer to our clients on a cost only basis.
Real-World Scenarios: Use scenarios or case studies relevant to the job to assess how candidates approach and solve problems.
- Feedback Mechanism
Immediate Feedback: Provide constructive feedback to candidates as soon as possible, especially if they are not moving forward in the process.
Internal Review: Collect feedback from all interviewers to make an informed decision. Discuss strengths and areas for improvement before making a final decision.
Conclusion
Effective interviewing is a two-way process requiring preparation, active engagement, and thoughtful evaluation from both candidates and interviewers. By following these tips and techniques, candidates can present themselves in the best light, and interviewers can identify the most suitable candidates for their roles. Whether you are a job seeker or an employer, mastering the art of interviewing is crucial for success in today’s competitive job market and swift feedback from both sides is essential to success.