Do you need to hire someone, but have no experience conducting interviews? We’ve got you covered with these helpful tips.

Interviewing potential job applicants or contractors can be tricky, as you only have a limited amount of time with someone to decide if they’re the right person for the job. This involves making sure that they have the proper education or previous experience, as well as a good fit for your company or small business.
It can be easy to make mistakes or overlook key points, so we’ve come up with a list of 5 steps to ensure you’re prepared for the interview. Read on to learn more about how to conduct an interview with the right preparation to ensure that they’re well-structured, concise and effective.

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Step 1: Make Sure You’re Prepared

The first step is to ensure you are fully prepared for your interview. Research the candidate beforehand so you know what topics they may have experience in and what questions would be relevant to ask them.
Also consider any possible scenarios you may face during the interview – will there be multiple people interviewing? Will there be technical questions? Having a clear plan of action ahead of time will make your job much easier.
Be sure to have the job description with a list of duties and responsibilities in front of you as you interview job candidates, so you’ll know if they’re going to be a great fit.

Step 2: Be Mindful of Your Conduct

When conducting the interview, try to remain professional yet friendly. Remember that this is both an opportunity for you to get to know the individual better and for them to showcase their skills to you. Establishing a warm rapport is key so don’t forget to smile and have a little small talk before getting into more serious topics.

Step 3: Prepare Structured, Well Thought Out Questions

The next step is structuring the interview questions in an efficient manner. Ask open-ended questions that allow candidates to provide detailed answers rather than ones that require short ‘yes’ or ‘no’ responses. This will give you greater insight into their knowledge base as well as their reasoning skills. Try also to avoid using leading questions as these can skew results – this means asking questions that suggest one particular answer or outcome over another (e.g., “Do you think XYZ should happen quickly?”).

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Step 4: Make It a Conversation

Be sure also not to monopolize conversations during an interview — remember that it’s a two-way process! Candidates should feel comfortable enough to share information with you freely while still maintaining professionalism on both sides. Encouraging conversation will help build trust between both parties and lead to more productive discussions overall. It’s important too that throughout the entire process, candidates feel like they are being evaluated fairly without any bias or prejudgment towards them based on external factors such as gender, race, or background.

Step 5: Leave the Interview on a Good Note

Finally, how you end an interview can be essential — you should do everything you can to ensure that both parties leave feeling satisfied with how it went. Try providing feedback where appropriate if needed but don’t forget to thank each candidate for taking part. This acknowledges the effort they have put in from preparing for the interview through speaking with you itself and will leave them with a positive impression of your company even if they aren’t successful in obtaining a role in the end.

Conducting interviews doesn’t have to be difficult; simply having thorough preparation prior and utilizing these  tips can help create an efficient yet pleasant environment for both interviewer and candidate alike!

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