How to Conduct a JOB Interview With Confidence! (Structure, Steps and Sample Questions)

Summary

This video offers practical advice for new leaders on conducting job interviews, emphasizing the three-stage structure: candidate questioning, job and company selling, and candidate's Q&A. It suggests preparing questions based on job requirements and sharing them beforehand to reduce candidate stress. The video also covers the importance of transparency about salary and concludes with tips on informing candidates about next steps, aiming to demystify the interview process for new managers.

Takeaways

• 😀 Interviews should be structured into three stages: asking questions, selling the job and company, and allowing the candidate to ask questions.
• 😀 The first stage involves asking candidates questions to determine if they are a good fit for the job and company.
• 😀 The second stage is about selling the job and company to the candidate, emphasizing that the interview is a two-way process.
• 😀 The third stage allows the candidate to ask questions to ensure they have a full understanding of the job and company.
• 😀 It's crucial to ask good questions to maximize the limited interview time, typically lasting one to two hours.
• 😀 Preparing questions based on the job advertisement can help focus on the required competencies and future potential of the candidate.
• 😀 Sharing some interview questions with candidates beforehand can reduce their stress and help them perform better.
• 😀 Salary range should be discussed openly to provide a transparent interview process and help candidates make informed decisions.
• 😀 Encourage candidates to ask questions by prompting them, ensuring they leave the interview well-informed.
• 😀 Clearly outline the next steps at the end of the interview, including when and how candidates will receive feedback and who to contact with further questions.

Q & A

What are the three stages of a job interview as described in the script?

The three stages of a job interview are: 1) Asking the candidate questions to determine their fit for the job, 2) Selling the job and the company to the candidate, and 3) Allowing the candidate to ask questions about the job and the company.

Why is it important to ask good questions during the first stage of the interview?

Good questions are crucial to understand the candidate's qualifications, experience, and personality to determine if they are a good fit for the job and the company within the limited time frame of the interview.

What is the recommended duration for the first stage of the interview where the candidate is asked questions?

The recommended duration for asking questions to the candidate is 20 to 30 minutes within the one-hour interview time frame.

Why is it necessary to sell the job and the company to the candidate during the interview?

Selling the job and the company is necessary because job interviews are a two-way process, and candidates have many choices in the current market. It's important to convince them of the benefits and incentives of working for your company.

What should be included when selling the company to the candidate during the second stage of the interview?

When selling the company, you should explain the job's day-to-day duties, responsibilities, team structure, company values, goals, location, number of employees, and most importantly, the salary range for the position.

Why is it recommended to inform the candidate that they can ask questions throughout the interview?

Informing the candidate that they can ask questions helps them feel more engaged and informed, reducing their stress levels and allowing them to present their true selves rather than being overwhelmed by the interview process.

What is the purpose of sharing potential interview questions with the candidate beforehand?

Sharing potential questions in advance helps to reduce the candidate's stress and allows them to prepare better, resulting in a more authentic representation of their abilities and personality during the interview.

What are some factors to consider when crafting interview questions for a job candidate?

Factors to consider include the job requirements, the competencies mentioned in the job advertisement, the candidate's potential for growth in the role, and the long-term needs of the company.

How many sample interview questions are provided in the script, and what is the purpose of these questions?

The script provides 15 sample interview questions designed to help interviewers craft a relevant and insightful interview, covering topics such as the candidate's background, skills, experiences, and career goals.

What is the recommended approach for discussing salary during the interview process?

It is recommended to provide a salary range rather than an exact figure, allowing the candidate to understand the potential earnings and compare them with other job offers. This approach promotes transparency and fairness.

What should an interviewer do at the end of the interview to ensure a smooth conclusion?

At the end of the interview, the interviewer should inform the candidate of the next steps, including when they can expect to hear back, who will contact them, and how they can reach out with additional questions. The interviewer should also thank the candidate for their time.