How to conduct an interview...a guide for new managers

Seems like there's a bit of a gap in the training of hiring managers (based on what my coaching clients are telling me!).

So here's a quick guide for someone who is new to interviewing and a bit nervous...

1. Start with some chit chat. Weather and travel comments are fine. If the candidate is obviously nervous tell them that you are looking forward to finding out more about their skills and that you want them to do well. Try to help them relax. Be kind.

2. Introduce yourself and your fellow interviewer - tell the candidate your job title, and briefly what you do, what your responsibilities are, etc.

3. Explain the role or project and how it fits into the organisation's bigger plans. Talk about the things that are important or challenging in the role, eg we have some challenging stakeholders, or complex technical requirements. This helps the candidate to better align their responses to your needs.

4. Ask the candidate if they have any questions so far.

5. Ask your first question. Be specific. Saying "tell me about yourself" could end up in a ramble from a nervous or more junior candidate. Saying "can you briefly summarise your career path or highlights" is better, or if they are young "what have you been doing over the past 2-3 years" is OK.

6. Move onto your structured questions. Asking the same 3 questions to each candidate allows you to make better comparisons between the candidates rather than just having a chat.

7. Your structured questions can be "tell me about a time when you..." or "how would you approach a situation where..." and should aim to test a specific skill or expertise, eg how do you start planning a project or a sales campaign, or how do you approach difficult stakeholders.

8. The rest if the interview can be more informal. Asking more about the candidates interest in the role or company, their work preferences or giving them a chance to tell a story about an event or achievement in their career.

9. Finishing up. Tell them the next steps and timeline for decision-making. Do not ask about their current salary. This is none of your business. Do not ask about their salary expectations for the role. You should offer what the role and the individual are worth to your organisation, aligned to current market rates.

10. Provide a decision and feedback in 2-3 days.

Once you have practised this a few times you will feel much more confident and be able to put your candidates at ease. Which means they will shine in their interviews and make the selection process easier and more effective!