Tips to conduct effective interviews

October 28, 2017

Rahul couldn’t sleep the whole night. He spilt coffee on his shirt during breakfast and reached office late. On the way, he bumped into 2 people and dropped his files. Seeing his nervousness, one would say that he is going for an interview.


But no, it turns out that he was the interviewer.

The process of interviewing and hiring is not always a happy task for an interviewer. Like a job seeking candidate, an interviewer may also dread the interview process and get nervous before the start of the interview. It gets all the more difficult when the recruiter has his/her own workload and deadlines to meet.

If you are a recruiter, you would also know how time-consuming the whole interview process is. However, this problem can be done away with by signing up on platforms like that use the latest technology such as machine learning and resume parsing, and pre-screening interviews,  to find you the most relevant candidates for your open job positions, helping you reduce hiring time by almost 80%.

An interview is an important part of the recruitment process where you, as a recruiter get a chance to meet a candidate personally and know about his/her skills and experiences, and at the same time provide an insight about your company.

Conversing with a stranger is not always easy, but here are some tips that can help you conduct an interview effectively:

 1.     Be prepared

Have a  pre-planned structure ready, of how exactly you would want the interview to progress. Remember that the interview process provides a reflection of the value your organization places in every candidate. So make sure you conduct the whole process in a professional manner and be well prepared for the same.

Go through the resumes of the candidates, along with their social media profiles, to have a fair idea about them, both professionally and personally. On, you get to listen to recorded pre-screening interviews and audio profiles of candidates, and get a better idea of the person whom you are about to interview.

If you see that the resume of the candidate mentions skills that you are not very familiar with, a little research can be beneficial for you.

2.     Make your candidate comfortable

A candidate goes through a myriad of emotions during a job interview, often leading to stress and nervousness. And it is a known fact that stress can affect performance in a negative way.

You, as the interviewer, must be able to make the candidate relaxed and comfortable, only then will you be able to decipher his/her true potential. A good candidate experience will always work in your favour.

Begin your interaction with personal questions like “Where do you stay?” or “Who all are there in your family?” These questions will create a comfortable atmosphere, and if you are lucky, you may get to know something special about the candidate that you otherwise may not have gotten to know.

3.     Set your limits

It is not required to ask the typical standard questions that everyone asks, but you need to pay attention to the questions you are asking and the way you are doing so. Steer clear of any questions or comments related to religion, caste, gender or marital status that give the impression that you may be discriminating on the basis of these terms.

While it is okay to want to know a bit about a candidate’s personal life, do not try to probe for too much of information. It can lead to a discomforting and awkward situation, something that both of you would surely not want.

4.     Ask  more of situational questions

“Asking the right questions takes as much skill as giving the right answers.”


 Refrain from asking questions like “Tell me your weaknesses” or “Will you be able to manage whatever work will be given to you”. Firstly, you may get superficial answers and secondly, it may not help you in analyzing the skills of the candidate.

The best way to go about this would be to ask situational questions and see how the candidate comes up with a solution for that problem. You can also highlight a real problem faced by your team and tell him/her to come up with a solution.

This way you can judge better and make the right choice while hiring for your organization.

5.     Make the interview like a conversation

You are the hiring manager, but that does not mean that you’ll be the one doing all the talking.

A two-way conversation means two things; one that your candidate will know you are genuinely interested in his/her professional skills and secondly you will get to know more about the candidate.

An interview should not be like a question-answer round of a quiz. There should be a natural flow to the conversation. Talking about yourself and your experiences can also help in this process.


“Remember that a great interview is actually a result of a great conversation.”


While it is important to ask some specific questions during an interview, it is actually the open-ended questions that will get you interesting responses. Moreover, while you listen, you can learn more about the candidate by observing his/her personality and body language.

6.     Answer questions and provide feedback

“Do you have any questions?” is one of the most important questions that you must ask the interviewee. This is probably one of the best ways of  analysing how much homework and research the candidate has done about your organization, in order to gauge how serious or casual he/she is regarding the job.

Make sure that you listen to the questions carefully so that you can answer efficiently.

Feedback at the end of every interview is necessary, as good feedback is very important for improvement. Whether positive or negative, make sure that you convey your opinion to the candidate after the completion of the process, to show that you care. It is also better to inform the candidate when they can expect to hear from you again post the interview.

Always remember that an effective interview can be advantageous for you and your organization, as it will help you hire the best people, suited for the job. Register today on, and shortlist from a large pool of pre-screened and interview-ready candidates, in order to hire top talent for your organisation.