How can you make a great impression as an interviewer and coach?

1 Prepare well

Before you interview or coach anyone, make sure you have a clear understanding of the role, the skills, and the expectations. Review the candidate's resume, portfolio, or work samples, and prepare relevant and specific questions or scenarios. Also, familiarize yourself with the company's culture, values, and goals, and how they align with the candidate's profile. Finally, set up a comfortable and professional environment, whether it's in person, online, or over the phone, and test your equipment and connection beforehand.

2 Build rapport

One of the most important aspects of interviewing and coaching is to establish a rapport with the candidate. This means showing genuine interest, respect, and empathy, and creating a friendly and relaxed atmosphere. You can do this by introducing yourself, explaining the purpose and format of the session, and asking some icebreaker questions. You can also use positive body language, eye contact, and active listening skills, and avoid distractions or interruptions. Building rapport will help you and the candidate feel more comfortable and confident, and foster a trustful and honest relationship.

3 Ask open-ended questions

As an interviewer and coach, you want to encourage the candidate to express themselves, demonstrate their abilities, and reveal their personality. To do this, you need to ask open-ended questions that invite them to elaborate, explain, or give examples. For instance, you can ask them to tell you about a project they are proud of, a challenge they overcame, or a skill they want to develop. You can also use probing or follow-up questions to dig deeper, clarify, or confirm their responses. Asking open-ended questions will help you gain more insight, evaluate their potential, and stimulate their thinking.

4 Give constructive feedback

One of the main goals of interviewing and coaching is to provide constructive feedback to the candidate. This means giving them specific, balanced, and actionable information that highlights their strengths, identifies their areas of improvement, and suggests ways to enhance their performance. You can do this by using the STAR method (Situation, Task, Action, Result) to describe what they did well, what they could have done better, and what they can do next. You can also use the sandwich technique (positive-negative-positive) to deliver your feedback in a respectful and supportive manner. Giving constructive feedback will help you acknowledge their achievements, address their gaps, and motivate their growth.

6 Follow up

The last step of interviewing and coaching is to follow up with the candidate. This means sending them a thank-you note, a summary of the session, or a feedback report, depending on the purpose and outcome of the session. You can also provide them with additional resources, tips, or referrals that might help them in their career development. Finally, you can ask them for their feedback, suggestions, or questions, and express your appreciation and availability for future contact. Following up will help you maintain a positive and professional relationship, show your commitment and care, and reinforce your impression as an interviewer and coach.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?