Interviewing candidates for a job is a common practice among managers, but not all understand its true significance. It's not just about liking someone's personality or assessing basic skills; it goes much deeper than that.

Before you embark on your next interview, take a moment to reflect:

1. Why do I conduct interviews?

2. Do I know what I am looking for in a candidate?

3. What makes a good interview?

Why Conduct Interviews?

Interviews are your gateway to building a motivated and cohesive team that aligns with your organization's culture. Thoughtful interviews, with well-crafted questions, can lead to fewer disciplinary issues, reduced turnover, improved retention rates, and the cultivation of a robust company culture.

What to Look for in a Candidate

High-caliber candidates arrive prepared. They've researched your organization, understand the role, and meet essential requirements, such as education and professional licenses. However, it's crucial to verify claimed licenses to ensure accuracy. Beyond qualifications, candidates should exhibit the capacity to excel in the role, harmonize with your organizational culture, and demonstrate excellent communication and social skills. A successful interview evaluates various traits to determine if the individual is a fit for the job, the team, and the company.

Crafting a Great Interview

Preparation is the cornerstone of an effective interview. Thoroughly review each applicant's cover letter and resume, familiarize yourself with their experience and education, and plan your questions in advance. Transform your interview into a structured conversation rather than a standard Q&A session, as this encourages more candid responses. Standard questions often yield answers candidates think you want to hear, so consider thoughtfully prepared questions and scenarios. Be willing to reframe or retire old, monotonous questions. For example:

• Old: Where do you see yourself in 3-5 years?
• New: What goals are you working toward right now?
• Old: Tell me about your work history.
• New: Describe the journey that's led you to this point.

Maintain fairness by asking all candidates the same foundational questions, especially in panel interviews. Ensure consistency and actively work to eliminate any biases you may hold.

Upon meeting the applicant, greet them warmly, help them relax, and set the stage for a successful interview. Create a welcoming atmosphere, engage in small talk as you walk to the interview location, and pay attention to their body language and facial expressions. Sometimes, these non-verbal cues speak volumes.

Remember, candidates should be chosen based on their past achievements and potential future contributions. Focus on their skills, abilities, and suitability for the job, nothing else.