how to

conduct successful interviews

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how to
conduct successful interviews part of the “how to” series by Robert Half

START Part 1: Question yourself Part 2: What to ask Part 3: What not to ask Part 4: Interview stages Part 5: Solution Part 6: Summary It DOESN’T END HERE

An interview is your most critical tool in assessing whether or not the

Part 1: Questio
candidate is the right fit for your organisation. Talk is not cheap n yourself
Part 2: What q
if your interview technique fails to result in the right person in the uestions to ask
Part 3: ...and
right job. what definitely
not to ask
Part 4: The th
ree stages of a
n interview
Part 5: The so
lution
Part 6: In sum
mary

2
how to
conduct successful interviews part of the “how to” series by Robert Half

START Part 1: Question yourself Part 2: What to ask Part 3: What not to ask Part 4: Interview stages Part 5: Solution Part 6: Summary It DOESN’T END HERE

Part 1: QUESTION YOURSELF

Remember
Remember: Ask yourself how good are your interview techniques?

• Do you know what to look for in a candidate?

• Do you know what questions to ask to bring out the right information?
• Can you spot if someone is exaggerating or hiding the truth?
• Do you know how to manage either overly talkative or less communicative candidates?
• Are you overselling the role/company?
• Are you talking too much and not letting the candidate speak?

“Can you
spot if
someone is
exaggerating
or hiding
the truth?”
3
how to
conduct successful interviews part of the “how to” series by Robert Half

START Part 1: Question yourself Part 2: What to ask Part 3: What not to ask Part 4: Interview stages Part 5: Solution Part 6: Summary It DOESN’T END HERE

Part 2: WHAT QUESTIONS TO ASK

Remember
Remember: Every question you ask can determine whether the candidate
is the right person for the job, so don’t waste a question!

Here are a few questions that should enable candidates to reveal who they
really are:
• “Why are you changing jobs?” Be wary of candidates who bad mouth a
past employer.
• “What did you like about your last job?” A candidate who can’t answer this is
probably incapable of thinking beyond the basic mechanics of the job.
• “If you could have made improvements in your last job, what would they
have been?” This should give you an idea of the candidate’s lateral thinking
capabilities and reveal their general attitude.
• “Describe the qualities of someone who you’ve worked with that you admire.”
This will give you an insight into what the candidate may strive to be like.
• “What kinds of people annoy you most?” Often candidates will cite character
traits that do not apply to themselves.
• “Describe an ‘emergency’ situation in a previous job when you have had to
n d i d a t es
reschedule your time.” This is a way of finding out if the candidate would be
a r y o f ca
willing to work extra hours if needed.
“Be w a p a s t
d m out h
who b a
p l o y e r.”
4 em
how to
conduct successful interviews part of the “how to” series by Robert Half

START Part 1: Question yourself Part 2: What to ask Part 3: What not to ask Part 4: Interview stages Part 5: Solution Part 6: Summary It DOESN’T END HERE

Part 3: ...AND WHAT DEFINITELY NOT TO ASK

Remember
Remember: Be mindful of the questions you ask a candidate.

Interviewing techniques have evolved over time and in many ways have changed due to social
developments in and out of the workplace. Indeed anything referring to gender, religious beliefs,
age or sexual orientation are all to be avoided. We list below questions which once were deemed
acceptable to ask, and are now definite no-no’s!
• Are you married?
• Are you planning on having children?
• How old are you?
• What is your religion?

“Interview questions
continue to evolve
over time.”

5
how to
conduct successful interviews part of the “how to” series by Robert Half

START Part 1: Question yourself Part 2: What to ask Part 3: What not to ask Part 4: Interview stages Part 5: Solution Part 6: Summary It DOESN’T END HERE

Part 4: THE THREE STAGES OF AN INTERVIEW

Remember
Remember: Let the candidate do the talking.

There are three definitive stages to every interview. Here we outline the three
stages and the best way to manage each stage in order to ensure you can
determine whether the candidate really is the right person for the job.
• Stage 1: Interview introduction
Greet the candidate, outline your position in the organisation and try to build
some rapport with the candidate to ensure he/she relaxes and communicates
freely with you.
Open with an icebreaker question or statement and then explain what you
will cover off in the interview. Remember as the interviewer you are the
ambassador for the company – the face of the company. First impressions
leave a lasting effect.
• Stage 2: Interview body
This will be the most time consuming part of the interview so it is important you
plan to ensure you make an effective evaluation of the candidate. Ensure the
questions you include cover education/qualifications and work history.
And, remember to ask open-ended questions – the who, what, why, when,
where and how! Let the candidate do the talking and be a good listener.

6
how to
conduct successful interviews part of the “how to” series by Robert Half

START Part 1: Question yourself Part 2: What to ask Part 3: What not to ask Part 4: Interview stages Part 5: Solution Part 6: Summary It DOESN’T END HERE

Part 4: THE THREE STAGES OF AN INTERVIEW cont.

• Stage 3: Closing the interview

It is important to do the following when closing an interview:

t e r v ie w e r is t he
“The in
- Answering questions: Give the candidate the opportunity to ask any questions relating to
the role. This will give you an insight into the candidate’s thought processes and show
a m b a s s a d o r. ”
company
their initiative.
- Explain processes: It is important, and fair, to let the candidate know what the next stage
of the recruitment process will be and also provide a time frame.
- Give feedback: A good interviewer will always give the candidate honest and appropriate
feedback. It is imperative to close the interview on a positive note as it is the last
impression the candidate will remember. Walk the candidate to the door/lift, and
always thank them for their time.

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how to
conduct successful interviews part of the “how to” series by Robert Half

START Part 1: Question yourself Part 2: What to ask Part 3: What not to ask Part 4: Interview stages Part 5: Solution Part 6: Summary It DOESN’T END HERE

Part 5: THE SOLUTION

Remember
Remember: Following the ‘Competency Based Interview’ (CBI) technique will
ensure you judge your candidates on the same criteria and remain impartial.

By following the ‘Competency Based Interview’ (CBI) technique you can make your
interview work for you. The CBI approach ensures that you are judging your candidates
on the same impartial criteria and has a clear focus on establishing ‘job fit’. Matching the
candidate and the job not only in terms of ‘can do’ but also in terms of ‘will do’.
Candidates are asked to describe their behaviour according to the situation in which it
occurred, the approach they took and the outcome. An example below:
Situation: the candidate is asked to detail a situation in which they have been called upon
to exhibit a certain character trait. Eg. “Tell me about a situation in which you had to deliver
some unwelcome news.”
Approach: the candidate has to detail how they set about handling a situation.
Eg. “How did you go about breaking the news?”
Outcome: the candidate must demonstrate why they feel the outcome was successful.

ar
Eg. “How did the person take the news?”

C B I h a s a c le
“The
s o n e s t a b li s h ing
focu
b fi t ’ a s w e ll as
‘jo
8
culture fit.”
how to
conduct successful interviews part of the “how to” series by Robert Half

START Part 1: Question yourself Part 2: What to ask Part 3: What not to ask Part 4: Interview stages Part 5: Solution Part 6: Summary It DOESN’T END HERE

PART 6: IN SUMMARY

To summarise the basic interview format:

• Prepare for the interview
• Follow a logical sequence
• Create a proper environment
• Relax the candidate
• Let the candidate do the talking
• Perfect your questioning
• Become a better listener
• Keep your reactions to yourself
• Stay in control
• Take notes
• Sell but don’t oversell the role
• Close the interview with a positive lasting impression
“Follow these
steps to ensure
every interview
works for you.”
9
how to
conduct successful interviews part of the “how to” series by Robert Half

START Part 1: Question yourself Part 2: What to ask Part 3: What not to ask Part 4: Interview stages Part 5: Solution Part 6: Summary It DOESN’T END HERE

It doesn’t end here

This latest guide in our eBook series was designed to share our insights gleaned from years of
working with candidates and clients across all kinds of industries.
We are always interested in hearing any interview tips you have, so if there are any nuggets of
information that you would like to share, please do get in touch.
Ask about our other
We’re here to help you with your recruiting needs.
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