A Guide to Interview Preparation for Employers

In the context of interviews, being well-prepared is essential. Just as candidates invest time researching the company, interviewers should equip themselves to assess candidates thoroughly and bolster their employer brand. While adequate preparation requires time and effort, the dividends are worth it: you’ll be able to evaluate candidates’ skills more efficiently, foster a positive candidate experience, and improve your chances of attracting the ideal candidate you intend to hire.

Diverse Job Interview Techniques

To optimize the interview process, it’s crucial to consider the context and plan meticulously. Each type of interview demands distinct techniques and strategies for maximizing its effectiveness. The job interview types we will explore today include:

1. Phone Interviews
2. Behavioural Interviews
3. Video Interviews
4. Training Your Employees for Effective Interviewing

These interview techniques serve as your toolbox, ensuring a streamlined interview process and a favorable outcome for your candidates, team, and organization.

Tips for Interview Preparation

The tips for interview preparation for employers are given below;

Crafting Your Interview Questions

Interviewers who prepare their questions in advance take advantage of the opportunity to assess candidates effectively. To determine what to ask:

1. Start by referencing the job description to identify the most crucial skills that should be evaluated during the interview.
2. If someone else is the hiring manager, collaborate with the hiring manager or a recruiter for guidance.
3. Construct your questions around these essential skills.

Steer clear of generic, overused questions like “What’s your greatest weakness?” as they often do little to aid in candidate evaluation. These questions have been asked so frequently that polished, rehearsed answers are readily available online. Instead, opt for behavioral or situational questions, as they prompt candidates to think on their feet and share their personal experiences.

Familiarise Yourself with Candidates

When conducting interviews, it’s best to avoid requesting information that candidates have already provided, such as what’s on their application or what was discussed during a screening call. Revisiting this information can consume valuable interview time and give the impression of indifference or unpreparedness. To make the most of your interview time, take a moment to review candidate resumes, profiles, or applications. Make notes of key points related to their skills and past experiences. During the interview, you can delve deeper into these points or request any new information required for a thorough evaluation.

Prepare to Respond to Candidate Questions

Remember that interviews are two-way, with interviewers and candidates assessing each other. Candidates aim to determine whether the job aligns with their aspirations and if the company fits them. Consequently, they may pose questions that require thoughtful responses on your part. By providing relevant, transparent answers, you can enhance the candidate experience and present your company in a manner that helps candidates make informed decisions about their fit. Preparing for these questions in advance might require some initial time investment, but it’s a one-time effort that sets the stage for successful interviews.

Coordinate with Fellow Interviewers

In panel interviews, assigning specific questions to each interviewer and establishing a precise order is necessary. Additionally, it’s beneficial to designate who will address questions about particular topics. For instance, the hiring manager may be more suited to discuss compensation or the team’s strategic direction. In contrast, team members can share insights about company culture and their experiences on the team.

In cases where several hiring team members conduct 1:1 interviews with candidates, convene a meeting to share the questions each of you intends to ask. Effective interviewing as a team involves the following:

1. Consistency: All interviewers should assess the same skills, ensuring that you can collectively consider feedback from different angles, resulting in a more objective and reliable decision-making process.
2. Diversity of Questions: Interviewers should avoid asking redundant questions to evaluate each skill. This approach prevents candidate fatigue and projects a well-coordinated interviewing team.

Strategic Time Management and Structured Agendas

Whenever feasible, allocate a buffer of at least 15 minutes before and after each interview. This helps ensure candidates arrive on time due to overlapping commitments. Offering them your undivided attention demonstrates respect and enhances the candidate experience. Conduct a brief equipment check a few minutes in advance for video interviews to address any potential technical issues.

Thoroughly unstructured interviews that rely on improvisation tend to be less effective. With a defined agenda, you can guide the conversation more effectively and ensure no critical topics are overlooked. Consider how you’ll commence and conclude the discussion. While many interviewers engage in small talk at the start, it can introduce bias that affects the evaluation of candidates’ responses. You may opt for standardized introductory questions or begin by introducing yourself and discussing any assessments or tests candidates have completed during the hiring process.

Master the Art of Selling

As you evaluate candidates, it’s equally important to recognize that candidates are assessing whether they want to join your company. Positive impressions of your organization can significantly impact their decision to accept a job offer or maintain a favorable view of your company, even if they aren’t selected. To excel at selling your company and the open position, prepare a checklist covering the following points:

1. Highlight the key aspects of your company’s culture.
2. Share any recent or upcoming developments, such as new products or office expansions.
3. Discuss practices and strategies that contribute to employee satisfaction and motivation.
4. Explain the potential challenges in the role and how the company supports employees through training, mentorship, and resources.
5. Clarify the role’s place within the organizational structure and its impact on the company’s success.
6. Listen to what candidates express as their job preferences to tailor your pitch effectively.

While these tips set the stage for well-prepared interviews, they do not ensure practical candidate assessments. Becoming a more adept interviewer in the long term may entail tackling more complex challenges. This could involve educating yourself about biases, actively working to overcome them, and honing your interviewing skills through practice in simulated settings. Although these endeavors demand time and effort, they represent the path to substantial enhancements in your decision-making abilities and the overall candidate experience.

Empowering careers in accounting and finance, SpotGiraffe offers a comprehensive job search platform. We connect job seekers with suitable employers, enabling efficient searches and seamless recruitment. Join us to advance your career.