Interviewing primer
Master the art of conducting interviews—from preparation to closing—with this clear, practical guide for managers and HR professionals.
Why Interviews Matter
Interviews remain one of the most widely used and effective hiring tools. While nearly all companies rely on interviews, their real value depends on how well they're conducted. A well-run interview helps identify the right candidate, reduce hiring mistakes, and build rapport from the start.
Key Interviewing Skills
- Prepare, prepare, prepare: Analyze the job, review paperwork, book the room, and plan your questions in advance.
- Structure the interview: Use a clear format that covers all areas and allows candidate input.
- Build rapport: Be warm and attentive so candidates feel comfortable and open up.
- Set clear objectives: Know what you're looking for—skills, experience, and behavioral traits.
- Take detailed notes: You won’t remember everything. Write it down to support later decisions.
- Ask better questions: Use TED (Tell, Explain, Describe), probing, and targeted questions to gather useful insights.
- Manage your time: Stick to a schedule without rushing. Respect the candidate's time too.
- Stay aware of bias: Acknowledge personal bias and work actively to keep your evaluation fair.
Tip: After the interview, take 10 minutes to review your notes and compare the candidate's responses against your predefined competency checklist.
How to Conduct a Professional Interview
- Start on time: Welcome the candidate with a warm introduction.
- Introduce the role and organization: Give a brief but clear overview.
- Use structured questions: Stick to prepared questions aimed at uncovering job-related competencies.
- Listen actively: Show interest, paraphrase, and summarize responses to ensure understanding.
- Allow time for questions: Let the candidate ask questions and clarify anything unclear.
- Wrap up clearly: Thank them and explain next steps and timelines.
Common Interviewing FAQs
- How long should a typical interview last?
Anywhere from 30 to 60 minutes depending on the role's complexity. - Should candidates ask questions at the beginning or end?
Preferably at the end, but be flexible. Their questions offer insight into their priorities. - How many interviewers should be present?
One or two is ideal to balance evaluation without overwhelming the candidate.
Discover Your Office Personality
Take our free self-assessment to find out what kind of workplace personality you bring to the team. Great for self-awareness and team building.
About the Author
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Last reviewed: August 2025
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