Interviewing Best Practices
Many factors influence what your hiring and interview process will look like, including your company type and size, your personal interviewing style and the position in question. Regardless, there are some best practices that generally apply to most interviews. Below are suggestions to help facilitate an efficient interview process for you and the candidate.
During the Interview
Don’t let nerves take over the interview; plan how you will conduct the interview and be aware of your own role in the interview conversation:
After the Interview
You likely won’t have an instant answer—and certainly shouldn’t give one—when you part ways with the interviewee. Good follow-up practices will help you make the best hiring decision and keep the candidate informed of what is happening:
When asking questions, always make sure that they tie back to the job responsibilities. Beware of questions that are illegal or solicit discriminatory information. In addition to choosing how to structure your interview, there are many types of questions you can use. You may want to use straightforward open-ended questions, behavioral questions, and situational/hypothetical questions. Prepare to ask follow-up questions as well to help direct the conversation.
Check out our Green Light, Red Light list of questions at the end of this post for a quick guide to allowable questions and questions to avoid due to legal considerations.
When you sit down to discuss and choose your top candidate, you should have an evaluation process that takes a fair look at each individual. This can be done in many ways; below are some suggestions for evaluation methods or techniques.
For more HR Know-How, check out other articles on the Benefits Blog and our Benefit Resource Center. To learn more about how Austin Benefits Group is simplifying HR, contact us today!