72 Steps for Conducting a Successful Interview (6.3.1)

As a manager, preparing for and leading a professional, well-structured interview is key to finding the right candidate. The steps below, adapted from the University of Texas at El Paso’s Human Resources department, outline best practices for conducting a successful employment interview.

1. Introduce Yourself

Start the interview with a friendly, respectful greeting to help the candidate feel welcome. Share your name, your role, and a brief introduction to the company. First impressions matter—be professional, ensure your workspace is tidy, and silence your phone to minimize distractions.

2. Set the Stage

Let the candidate know what to expect during the interview. For example, you might explain that the interview will take about 30 minutes and include questions about their experience, skills, and interest in the position. Be mindful of your tone—too casual may come off as unprofessional, while too formal may make the candidate nervous. Aim for a tone that reflects your organization’s values and culture.

3. Review the Job

Take a few moments to review the job details beyond what was included in the job posting. Describe the core responsibilities, any specific expectations, and working conditions that may be important to know. Let the candidate know if the position is full-time or part-time, permanent or temporary, or contract-based.

4. Start with General Questions

Begin the conversation with broad questions that help the candidate speak about themselves and their interest in the role. This puts them at ease and gives you insight into how they see their fit with your team.

Examples:

• “Can you tell me about yourself and what drew you to this position?”

• “How does your experience prepare you for this role?”

5. Review the Resume

Ask specific questions about the candidate’s previous positions, particularly those related to the role you’re hiring for. Explore their past responsibilities, achievements, and work challenges. If there are any employment gaps or changes in direction, ask for clarification non-judgmentally.

Examples:

• “What were your key responsibilities in that role?”

• “What led to your decision to leave that position?”

6. Ask Consistent Questions

To fairly compare candidates, prepare a core set of questions and ask them to each applicant. This consistency helps ensure objectivity and makes evaluating responses against the job requirements easier.

7. Vary Your Questions

In addition to consistent questions, include others that assess technical knowledge, soft skills, and problem-solving ability. Tailor your questions to the job’s specific duties and avoid yes/no questions. Open-ended questions are more helpful in understanding how a candidate thinks and responds.

Examples:

• “What was one of your biggest challenges in your last job?”

• “How do you typically approach project deadlines?”

8. Allow Time for Candidate Questions

Give candidates time to ask their own questions about the job, the company, or your expectations. Their questions can reveal how well they’ve prepared and how interested they are in the position. Be ready to clearly explain the role, the team, and what working in your organization is like.

A helpful tip: follow the 80/20 rule—spend about 80% of the time listening and 20% speaking.

9. Provide a Timeline

Let the candidate know what comes next. Share a general timeframe for when decisions will be made and when they can expect to hear from you. Being transparent about the next steps helps manage expectations and reflects professionalism.