Knowing how to conduct an interview effectively can make all the difference between hiring a great candidate and wasting everyone’s time. Let’s walk through a conversational, detailed, and expert process to help you master interviewing—from preparing questions to closing the loop.
Why Asking “How to Conduct an Interview” Matters
Conducting an interview isn’t just about ticking boxes—it’s about:
- Identifying skills and cultural fit
- Showing respect and professionalism
- Building your employer brand
- Ensuring fairness and reducing bias
This guide gives you the full playbook, whether you’re a hiring manager or HR pro. For role-specific tips, check out:
- How to Conduct an Interview as a Hiring Manager
- How to Conduct an Interview as an HR Professional
- How to Conduct an Interview for a Sales Position
6 Steps in Conducting an Interview
These 6 steps in conducting an interview cover everything from planning to follow-up:
- Plan & Prepare
- Create a Comfortable Atmosphere
- Ask Structured, Open Questions
- Actively Listen & Probe
- Close the Interview Professionally
- Evaluate and Debrief with Your Team
Step 1 – Plan & Prepare
Before speaking with a candidate, make sure you:
- Define role requirements and key competencies
- Prepare open-ended questions (e.g., behavioral and scenario-based)
- Share the interview guide for interviewers with all panel members
- Review the candidate’s résumé and application beforehand
- Book a quiet space and test your tech setup
A bit of prep leads to better, more consistent interviews.
Step 2 – Create a Comfortable Atmosphere
First impressions matter. Begin by:
- Greeting the candidate warmly
- Offering water or tea
- Explaining the format: structure, length, next steps
- Building rapport—ask a light, personal question
This sets a positive tone and helps reduce nervousness.
Step 3 – Ask Structured, Open Questions
Start with broader questions, then dig deeper. Balance your question types:
| Question Type | Purpose | Example |
| Ice-breaker | Ease nerves | “Tell me a bit about what drew you to this role.” |
| Behavioral (STAR format) | Reveal past behavior | “Describe a time you managed a tight deadline.” |
| Situational Scenario | Forecast potential performance | “How would you prioritize tasks if two urgent projects landed at once?” |
| Skills-based | Test core competencies | “Walk me through how you analyze data.” |
Structured questions help compare candidates fairly.
Step 4 – Actively Listen & Probe
Good listening helps you go deeper:
- Make eye contact (or nod if virtual)
- Use encouraging prompts like “Tell me more…”
- Clarify answers: “What would you have done differently?”
- Watch tone and word choice—people often reveal more in follow-up detail
This is an art—it separates good interviews from great ones.
H3: Step 5 – Close the Interview Professionally
Wrap up the interview kindly and clearly:
- Ask if they have any questions
- Explain next steps and timelines
- Thank them for their time and interest in your company
- Offer a handshake or a warm placeholder goodbye
This leaves them with a strong sense of professionalism and clarity.
Step 6 – Evaluate and Debrief
Immediately after the interview:
- Use your interview guide or evaluation template
- Record notes while details are fresh
- Compare notes with your team—use a debrief checklist
- Decide whether to advance, request another round, or close their application
Prompt, team-based evaluation ensures consistent and fair hiring decisions.
Interview Guide for Interviewers (Quick Checklist)
- Role prep done?
- Questions ready and balanced?
- Candidate greeted and briefed?
- Listening and probing executed?
- Interview closed clearly?
- Notes recorded and shared promptly?
Final Tips for Employers & Interviewers
- Stay consistent: Ask similar questions across candidates
- Reduce bias: Focus on behaviors and past evidence, not first impressions
- Be respectful of time: Start and end on schedule
- Take notes during or immediately after the interview
- Communicate quickly—candidates appreciate prompt follow-up
Frequently Asked Questions (FAQ)
Q: How long should a job interview last?
Generally, 45 minutes to 1 hour. For more complex roles, 90 minutes maximum works well.
Q: What’s the best time to follow up?
Reach out within 48 hours to thank the candidate and share the timeline.
Q: How can I reduce interviewer bias?
Use structured questions, evaluation matrices, and multiple interviewers for consensus-based decisions.
Q: Should I ask difficult or puzzle questions?
No. Focus on real-world scenarios instead of brain teasers—they’re more relevant and respectful of the candidate’s time.
Q: Do virtual interviews need extra prep?
Yes—test your tech, ensure no interruptions, and make stronger eye contact via webcam. Virtual rapport matters.
Final Thoughts
Learning how to conduct an interview well is a skill—and one that pays dividends. When you prepare thoughtfully, listen actively, and evaluate consistently, you not only find the right hire—you build trust with candidates and reinforce your company culture.
Ready to take your interviewing from good to great? Download your interview guide for interviewers now, and enjoy hiring with confidence.
