Interview Techniques: Definition, Types, and Best Practice

To find the best candidate, employers assess hard and soft skills, as well as alignment with company values. Mastering interview techniques is key to running smooth interviews and evaluating candidates effectively.

This article covers interview types, best practices, and tips for evaluating results. Happy reading!

What are Interview Techniques?

Interview techniques are the methods employers use to assess candidates during job interviews.

These techniques are more than just asking questions. It involves strategies to uncover a candidate’s skills, personality, and suitability for the role. Using proper techniques helps employers make informed hiring decisions while also creating a positive experience for the candidates.

By implementing effective interview techniques, you can ensure that the process is structured and focused. As a result, it will be easier to compare candidates, avoid bias, and select someone who is not only skilled but also fits into your company’s culture. 

Why Effective Interview Techniques Matter

Effective interview techniques have a broader impact to make your interview sessions a success and you can have enough insights about the candidates. Below are the importance of having a good interview technique.

Ensures the right fit between candidates and job roles

Hiring the wrong person can be costly. Effective interview techniques allow employers to dig deeper into a candidate’s skills, experience, and personality.

Imagine this. By asking situational or behavioral questions, you can see how a candidate has handled challenges in the past or how they might perform in the future.

So, you can find someone who not only meets the technical requirements but also aligns with the role's expectations and responsibilities.

Improves the quality of hires and reduces turnover

When interviews are well-structured, employers can assess candidates more accurately. This leads to better hiring decisions and reduces the chances of turnover.

A good hire is someone who stays longer, contributes effectively, and grows within the company. 

By using techniques like structured interviews and competency-based questions, you can identify candidates who are not only qualified but also committed to the job.

Provides a better candidate experience

The interview process is a reflection of your company’s values. If candidates feel respected and valued during the interview, they leave with a positive impression, even if they are not selected. This builds your reputation as an employer of choice.

Techniques like active listening, creating a welcoming environment, and giving constructive feedback show candidates that your organization cares about their experience.

Types of Interview Techniques

Different interview techniques can help employers assess various aspects of a candidate. Let’s take a detailed look at some of the most common types below.

1. Structured Interviews

In structured interviews, employers prepare a set list of questions in advance and ask the same questions to all candidates. This method ensures consistency and fairness, so it is easier to compare candidates. Structured interviews also can minimize bias among some candidates.

Usually, structured interviews are used for roles with clear job requirements, such as technical or entry-level positions

2. Unstructured Interviews

The questions are not pre-planned. The interviewer will explore and ask the topics based on the candidate’s responses.

The goal is to have an open-ended discussion that allows for more natural conversation, so the employer can assess cultural fit and the spontaneous thinking of the candidate. Unstructured interviews can be used for interviewing roles that require creativity or adaptability. 

This format is excellent for assessing creativity and cultural fit. However, it may be harder to compare candidates if the questions vary, since this means not all candidates have the same questions.

3. Behavioral Interviews

Behavioral interviews focus on past experiences to predict future performance. Candidates are asked to share specific examples of how they handled challenges or succeeded in similar situations. This method provides real insights into a candidate’s problem-solving skills and work ethic.

You can ask some questions like “Can you describe a time when you had to meet a tight deadline? How did you handle it?”

4. Situational Interviews

The questions that will be asked in the situational interviews are questions that present hypothetical situations to evaluate problem-solving abilities. This type of technique can help you to know the candidate’s thinking process and decision-making in a short time. 

An example of this interview’s question is “What would you do if a client was unhappy with your team’s performance?”

5. Panel Interviews

In panel interviews, multiple interviewers from different departments meet the candidate at the same time. The goal is to provide diverse perspectives and reduce the risk of individual bias. 

Panel interviews are usually suitable for senior roles or roles that require cross-functional collaboration.

6. Group Interviews

In entry-level or customer-facing role interviews, group interviews are often selected as a technique to assess multiple candidates simultaneously. This often involves group activities or problem-solving tasks.

Through group interviews, employers can assess the teamwork, communication, and leadership potential of each candidate.

7. Technical Interviews

For IT, engineering, and other specialized roles, technical interviews are essential to assess specific job-related skills. Candidates may be asked to complete tasks, solve problems, or demonstrate their expertise in a particular area.

Best Practices for Conducting Effective Interviews

To make your interview techniques better, you can utilize some best practices below:

1. Prepare Well

Before the interview, review the candidate’s resume carefully to identify their strengths and areas that need more clarification. This allows you to tailor your questions and focus on what truly matters for the role. 

Planning ahead also means creating a mix of questions, such as situational or behavioral ones, that align with the job’s requirements. For example, if collaboration is crucial, ask, “Can you share an example of how you worked effectively in a team?”

2. Create a Comfortable Environment

The environment you create during an interview can make or break the candidate's experience. Start with a friendly introduction and small talk to ease their nerves and ensure the interview setting is quiet and free of distractions.

A relaxed atmosphere helps candidates open up and give their best responses, allowing you to see their true potential.

3. Ask the Right Questions

Open-ended questions encourage candidates to share detailed responses, helping you uncover more about their experiences and skills. Avoid yes or no questions or questions that can be answered with a single word.

For example, instead of asking, “Are you good at problem-solving?” ask, “Can you share a time when you faced a challenging problem at work and how you resolved it?” This approach allows candidates to demonstrate their abilities and thought processes in detail. 

4. Listen Actively

Active listening is about giving your full attention to what the candidate is saying. Instead of rushing to the next question, take time to understand their responses and ask follow-ups when needed. 

If they mention a past achievement, ask, “What challenges did you face during that project?” This approach not only makes candidates feel valued but also gives you deeper insights into their potential.

5. Stay Consistent

To ensure fairness and avoid bias, stick to a consistent format for all candidates.

Use the same core set of questions for each interview, allowing you to compare responses more effectively. Consistency helps create a level playing field and makes it easier to identify the most suitable candidate for the role.

6. Assess Both Skills and Cultural Fit

Finding the right hire means evaluating both technical skills and how well the candidate aligns with your company’s values. Use role-specific questions to test their expertise and ask about how they have handled situations that reflect your workplace culture. 

For example, “How do you approach resolving conflicts in a team?” These questions help you know their ability to thrive in your environment.

Common Interview Pitfalls to Avoid

Even with the best intentions, mistakes can happen during interviews. Here are some pitfalls to watch out for:

Bias 

Unconscious biases can affect hiring decisions. For example, favoring candidates who share similar backgrounds or interests. To avoid this, focus on job-related criteria and involve multiple interviewers to get diverse perspectives.

Leading Questions

Questions that hint at the desired answer can ruin results. Instead of asking, “You are a team player, right?” ask, “Can you give an example of how you’ve worked in a team?”

Talking Too Much 

The interview should focus on the candidate, not the interviewer. Stick to the 70-30 rule where the candidate should speak 70% of the time, while you speak 30%.

How to Evaluate Candidates After the Interview

After the interviews, you have data that you can utilize to make the decision. Here are the step-by-step:

1. Compare Responses

Use a standardized evaluation form to rate candidates on key competencies, such as technical skills, communication, and cultural fit. This helps keep the process objective.

2. Consider Cultural Fit

Think about how the candidate aligns with your company’s values and team dynamics. Ask yourself whether they would thrive in your work environment.

3. Review Job Requirements

Double-check that the candidate meets the essential qualifications and has the experience required for the role. Avoid being swayed by candidates’ charisma or unrelated achievements.

4. Consult Other Interviewers

For panel interviews, hold a debrief session to discuss each interviewer’s observations. This creates a balanced decision-making process and avoids over-reliance on one person’s opinion.

5. Provide Constructive Feedback

After selecting the right candidate, provide feedback to those who were not chosen. They will have a great experience and leave a positive impression of your company.

FAQ

How can I make candidates feel more comfortable during the interview?

Start by creating a welcoming and friendly atmosphere. Begin with a brief introduction, explain the format of the interview, and engage in light small talk to ease any nervousness. 

Use a warm tone, maintain good eye contact, and ensure the interview space (or virtual setting) is quiet and distraction-free. This approach makes candidates feel respected and valued. Furthermore, it will help them perform at their best.

What types of questions should I ask in a behavioral interview?

Behavioral questions focus on past experiences to understand how a candidate handles specific situations. Examples include:

• “Can you tell me about a time you faced a tight deadline and how you managed it?”

• “Describe a situation where you had to resolve a conflict within your team.”

• “What was a project you’re particularly proud of, and what role did you play in its success?”

By knowing candidates’ real-life examples, you will have enough insights into their problem-solving skills, teamwork, and work ethic.

How do I assess technical skills during an interview?

Assess technical skills by using role-specific tasks or exercises. For example:

• For software developers, include a coding test or ask them to walk through a piece of code they have written.

• For designers and writers, request a portfolio review or a task to demonstrate creativity and attention to detail.

• For customer service roles, present a mock scenario and ask how they would handle it.

The methods give you a clear idea of their practical abilities and how they approach real-world challenges.

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