job candidates are waiting for their interview. They hold their resumes in their hands. They look confident. To understand how to conduct an interview is crucial for every employer. Choosing wrong interviewing techniques, or wrong questions for the job candidates, can easily result in a bad hire, and in a loss of your money and time (you will need to repeat the entire recruitment process if you hire a bad person for the job).  

Our step by step guide should help you understand how to design your interview process, and how to proceed from the very beginning to the moment of signing a job contract with the best candidate. Let’ start!


Step one: Identify the perfect job candidate profile

Without understanding a profile of a person you want to hire, you can never design a good interview process.

Think not only about their education and experience, but also about their abilities, personal traits, and attitude to work and to your company.

Write everything down, and create a profile of an ideal job candidate. Once you have the profile, add to it the working duties and tasks they will be responsible for.


People in a job interview, the HR manager - a young man, shakes hands with a job applint, a young woman who wears glasses.Step two: Prepare interview questions and case studies

Once you understand the profile of a perfect job candidate, you need to think how you will identify such a person in an interview.

Some skills and abilities can be assessed from the way the candidates talks, and some technical skills and attitudes can be uncovered with the right interview questions.

Each question should make sense, you should know why you ask the question. Short case studies are your best bet to assess the skills of job candidates realistically.

For example, if you try to understand if a person can manage people and resources, give them a short description of a project (a fictive project, or one you have dealt with in the company before), and ask them how they would proceed in the project, if they were managing it.


Step three: Practical tests and exams

If you want to find out if someone can peal potatoes quickly, the best way to do so is giving them a few potatoes, a good knife, and ask them to peel them.

This simple example should help you to understand how to test the job candidates, when speaking about technical and practical aspects of the job. Ask them to do their job, right in the interview!


A few things to remember when designing an interview

  • Do not overdo it with questions. If an interview is too long, you will lose your focus, and so will the job candidate. If your talk takes more than an hour, try to split it to two parts (two interview rounds), or add a break, or a short IQ test in the middle of the session.
  • Do not waste time with questions that will not help you to decide. You should always know why you ask a question, what you try to understand with it.
  • Include as many practical questions and tests as you can.
  • Be nice to the job applicants, try to ease the atmosphere in the room. Interview is a stressful experience. Sometimes you may miss a chance to hire a great candidate, just becasue they were stressed in an interview, and did not deliver their best….


A businessman with a pink tie is trying to understand how to lead an itnerview. He is eager to learn the skill.The job applicant is not the only one selling something in an interview

The last but maybe the most important advice is this one: Do remember that you also sell something in an interview. Finding a great job candidate is one thing, and signing a contract with them another one. They can say NO to your offer, if they do not have a good feeling at the end of the interviews.

To avoid it happening, try to present the company and the opportunity you offer in a best possible way. The quality of your interviews reflects also the quality of your company. At least job seekers see it in that way. Try your best, and convince them that you are professional in what you do.


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