How can you get the information you need from a candidate during an interview?

1 Prepare your questions

Before you meet with a candidate, you should have a clear idea of what you want to learn from them. Prepare a list of open-ended questions that relate to the job requirements, the company culture, and the candidate's goals and motivations. Avoid questions that can be answered with a simple yes or no, or that are too vague or general. Instead, ask questions that invite the candidate to share specific examples, stories, or scenarios that demonstrate their abilities and achievements. For instance, you can use the STAR method (Situation, Task, Action, Result) to ask behavioral questions that reveal how the candidate handled a challenge, solved a problem, or achieved a goal in a previous or hypothetical situation.

2 Listen actively

One of the most important skills for an interviewer is active listening. Active listening means paying close attention to what the candidate is saying, without interrupting, judging, or distracting them. It also means showing interest, empathy, and respect by using verbal and non-verbal cues, such as nodding, smiling, eye contact, and paraphrasing. Active listening helps you build rapport with the candidate, encourage them to open up, and understand their perspective and emotions. It also helps you identify any gaps, inconsistencies, or red flags in their responses, and follow up with clarifying or probing questions.

4 Use different formats

Depending on the type and level of the role you are hiring for, you may want to use different formats to get the information you need from a candidate during an interview. For instance, you can use phone or video interviews to screen candidates and assess their communication skills, personality, and fit. You can use panel or group interviews to observe how candidates interact with different people, handle pressure, and collaborate. You can use case or role-play interviews to evaluate how candidates apply their knowledge, skills, and experience to a specific task or situation. You can use portfolio or presentation interviews to showcase the candidate's work samples, projects, or achievements.

5 Ask for feedback

Finally, one of the best ways to get the information you need from a candidate during an interview is to ask for their feedback. Asking for feedback shows that you value the candidate's opinion, input, and experience, and that you are open to learning and improving. It also gives you a chance to address any questions, concerns, or objections that the candidate may have about the role, the company, or the process. Asking for feedback can also help you gauge the candidate's interest, enthusiasm, and fit for the position, and give you some insights into their expectations, goals, and preferences.