How to Conduct a JOB Interview With Confidence! (Structure, Steps and Sample Questions)
Summary
TLDRThis 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.
Outlines
📝 Interview Structure and Strategy
This paragraph introduces the topic of conducting job interviews, particularly for new leaders. It emphasizes the importance of interview structure, typically consisting of three stages: questioning the candidate, selling the job and company, and allowing the candidate to ask questions. The video aims to provide practical advice on these stages, highlighting the need for effective questioning within a limited time frame to assess the candidate's fit for the job. It also stresses the importance of transparency and providing the candidate with ample information to make an informed decision about the job opportunity.
🤔 Crafting Questions and Preparing for the Interview
The second paragraph delves into the specifics of what questions to ask during an interview. It suggests considering the job requirements and the candidate's potential for future growth within the company. The speaker provides a list of 15 sample questions that cover a range of topics, from the candidate's background and motivations to their skills and career aspirations. The paragraph also discusses the benefits of sharing these questions with the interviewee beforehand to reduce stress and allow for a more authentic interaction. Additionally, it touches on the importance of evaluating the candidate's fit not just for the current role, but also for potential future roles within the organization.
💼 Selling the Job and Company to the Candidate
This paragraph focuses on the second stage of the interview process: selling the job and the company to the candidate. It underlines the necessity of presenting the position and company in an appealing light, given the competitive job market. The speaker advises discussing the job responsibilities, team structure, company values, and goals. A significant point of discussion is the transparency regarding salary expectations, advocating for the disclosure of a salary range to ensure a fair and honest interview process. The paragraph concludes with the importance of allowing candidates to ask questions and providing clear communication about the next steps in the hiring process.
Mindmap
Keywords
💡Job Interview
💡Interview Structure
💡Candidate Fit
💡Interview Questions
💡Two-Way Process
💡Job Candidate
💡Future Potential
💡Salary Range
💡Stress and Nerves
💡Next Steps
Highlights
The video provides practical advice on conducting a job interview for new leaders.
The interview should ideally have three stages: questioning the candidate, selling the job/company, and allowing the candidate to ask questions.
Interviews typically last one to two hours with the candidate meeting multiple people.
The first stage should focus on asking the right questions to assess the candidate's fit for the job within a limited time frame.
The second stage is crucial for selling the job and the company to the candidate, emphasizing the two-way nature of the interview process.
Candidates in the current market have many choices, so it's important to highlight what makes your company and job offer stand out.
The third stage allows the candidate to ask questions, ensuring they leave the interview well-informed about the job and company.
The video suggests sharing interview questions with the candidate beforehand to reduce stress and allow better preparation.
15 sample interview questions are provided to assist in candidate evaluation, covering topics from personal introductions to future career goals.
The importance of aligning interview questions with the job advertisement and considering long-term needs is emphasized.
The video recommends preparing questions that assess the candidate's skills, experience, and fit for future potential roles.
During the 'selling' stage, it's important to be transparent about the job responsibilities, team structure, and company values.
Salary transparency is advocated, with the suggestion to provide a salary range during the interview.
The final part of the interview should be dedicated to the candidate's questions, with prompts provided to help them remember any inquiries.
Informing the candidate about the next steps and the expected timeline for a response is crucial for a positive interview experience.
The video concludes with guidance on how to give negative feedback effectively, which is a valuable skill for emerging leaders.
A leadership evaluation toolkit is offered as a free resource for self-assessment and visibility as a leader.
Transcripts
so you have an interview to conduct with
a new hire you're a new leader you've
never conducted an interview before and
you probably have a lot of questions
about how to conduct a job interview how
can you tell if someone's a good fit how
do you know what questions to ask well
in this video i have got you covered
with some practical advice on how to
conduct a job interview so let's get
straight into it the first thing i want
to talk about is the interview structure
so what stages or structure should the
interview follow and ideally there are
three stages to every job interview
generally when you conduct an interview
the interview will last one to two hours
and the candidate will meet with two to
three people now the first stage of the
interview is where you ask the candidate
questions you need to know if they are
going to be a good fit and you do this
by asking them the right questions and
by asking them good questions during the
interview it helps you understand more
about who this person is will they be a
good fit for the job will there be a
good person to hire for the company and
you only have a short amount of time to
do this so generally interviews go for
one hour so you only have 20 to 30
minutes within that one hour time frame
to ask the candidate questions and this
means you really need to ask them good
questions so you don't waste your time
and you don't waste their time either
the second part to a job interview is
where you sell the job and the company
to the candidate and for this you need
to remember that a job interview is a
two-way process it's not only you asking
the candidate questions to see if
they're going to be a good fit
you need to be able to sell the job and
sell the company to the candidate as
well in the current market job
candidates have a lot of choice they
could be interviewing with many
different companies and every one of
those companies are offering different
benefits or different incentives so
sometimes you really have to fight for
the good candidate to fight for the
candidate that you want now the third
part of the interview should be where
the candidate asks you questions now i
do recommend that you tell the candidate
at the beginning of the interview they
can stop you at any time throughout the
interview and ask you questions about
something they would like to know more
about
but if they have additional questions
and it's very likely they'll have
additional questions especially after
you have explained what the job is about
what the company is about it is a good
idea for you to have the last part of
the interview allocated for them to ask
you additional questions you want them
to walk away from the interview being
well informed having a full picture and
a full idea of what the job is about
whether they would like it or not what
the company is about whether they would
fit into the company you want them to
have as much information as possible so
they can make the best decision
if and when you offer them a position so
those are the three stages that
interviews generally follow next we're
going to talk about what questions you
should ask during the interview but
before we get into that if you like what
you've learned so far in this video
there are two things you can do to help
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leader and i would be honored to share
my future content with you now let's
move on to questions you should ask
during the interview most people who are
new to job interviews or conducting job
interviews have no idea what questions
they should or they need to ask during
the interview the last thing you want to
do is not ask the right questions and
end up with a new hire who just isn't a
good fit for your team in a moment i'll
share with you 15 sample questions that
you can use for your next job interview
but first i want you to think about what
is required in the job what does this
successful candidate need to do what
qualities or strengths do they need to
convey
in that job what experience do you want
them to have when they step into that
new role these are the things that you
need to think about when preparing for
your job interview but the good news for
you is most of this work has already
been done when you crafted the job
advertisement whether it was you whether
it was the hr department there has been
thought put into what is required for
the person you are about to hire so i
recommend you get out that job
advertisement look at what competencies
are talked about or mention in that job
ad and include them in the questions
that you create for the job interview
and i recommend that you think not only
about what you currently need not only
about what you need right now for the
job but what could you potentially need
next year in two years time or even five
years time you need to think about this
in the long term or more the medium term
as well so you can make sure that you
hire the right person for the job now
but also the right person for the job in
two years time or five years time
because the jobs evolve and people
should be able to evolve with the job as
well ideally you want to hire somebody
who has future potential in that role or
in the company so here are some sample
questions that you can ask the job
candidate now i have these written down
because there is no way i am going to
remember them so if you are stuck for
questions to ask and you need
inspiration these are 15 questions that
you can use question one tell me about
yourself question two what do you know
about our company and why do you want to
work here question three what do you
know about the job you're applying for
question four what skills and strengths
can you bring to this position question
five what is the most interesting
project you've worked on in your career
or past position and why number six have
you ever been at a position where you
had to perform a challenging task or do
something that was new to you how did
you handle it what did you learn from
that experience and the topic of this
question should be linked to the
required competencies for that job
number seven can you tell me about your
current job number eight what are the
best and worst things about your current
job number nine why are you leaving your
current job number ten how would your
boss describe you number eleven how
would your co-workers describe you
number 12 can you tell me about any
skills or competencies that you don't
have yet but you would like to develop
number 13 can you tell me about
something that's not on your resume or
your linkedin profile 14. what are your
future career goals 15 do you have any
questions for me so as i mentioned you
can pick and choose from these questions
choose the ones that are most relevant
to you if you can think of other
questions that you want to include
because of the competencies that are
required for the job you are
interviewing for well then replace some
of the questions i've mentioned with
those questions instead now i also
recommend you to share the questions
with the interviewee beforehand a lot of
companies don't do this they want to
keep the question secret they don't want
to share them with the job candidate
who's coming for the interview they want
it to be a surprise for them to see how
they react but my thoughts about this is
it's a bit unfair for the job candidate
they're coming to the job interview
they're going to be stressed they're
going to be really nervous when people
are stressed you don't get a good
picture of who they really are they have
a mask on because they want to do such a
fantastic job and win that job interview
so they're going to show you a version
of themselves that they want you to see
or that they think you want to see and
this is how nerves and stress can
sometimes mask a person's true potential
or true personality you need to see the
version of them without stress you need
to see the version of them in a normal
stress-free relaxed environment
of course they're going to be somewhat
nervous and stressed it's a job
interview at the end of the day there's
probably a lot riding on them winning
this interview but as much as you can
you want to see the version of them that
is the true
them and sharing the questions with the
candidate in advance
helps to bring their stress levels down
because they know what to expect and
they can prepare better for the job
interview if they know what questions
you're going to ask them now you don't
have to share all of the questions you
don't have to share the 15 questions
that you're going to ask them but even
by sharing five questions that you could
ask them or that you will ask them it
will help to relax them it will help
them to walk into that job interview a
lot more relaxed a lot less stressed and
it will help them to show the true
version of who they are i want to put a
quick break in this video to see if you
have downloaded the leadership
evaluation toolkit this is a free
download from my website a 35 question
self-assessment to see where you stand
as a leader it is very much focused on
visibility to see how visible you are as
a leader i'll put the link on the screen
at the bottom here and it's also in the
description below if you want to click
on it and go straight to that resource
if you have decided that the person you
are interviewing is a good fit for the
job if they have answered the questions
really well
then you can move on to selling the job
and selling the company to them so this
is the second stage in the interview
structure you have to remember that the
person sitting in front of you the
person interviewing for this job may
have other interviews lined up after
yours they may be looking at other
companies and other jobs you may not be
their first choice so you part of your
job during the interview is to sell the
job to them and to sell the company to
them as well you need to convince them
why they should work for you and the
benefits of working with you start by
explaining in your own words what does
the job entail what will their
day-to-day duties be what are their
responsibilities who do they report to
what does the team or department do how
many people are in the team how do they
fit into the team or the structure then
you can move on to the company and start
selling the company to them so talk
about what the company does of course
they should already know this but
hearing from you helps to give a bit
more clarity to what the company does
what are the values of the company this
is really important so that person can
see if they will fit into the company
what are the goals for the department or
the company where is the company located
how many employees does the company have
this is basic information that the
interviewee probably already knows about
but it's nice for them to hear it
directly from you and the most important
thing you need to talk about and tell
the candidate is how much does the
position pay let's talk about that in
more detail it's a bit of a
controversial topic many companies do
not share salary range openly during the
interview process i guess they feel that
they have better bargaining power if
they don't reveal or share this
information during the first interview
but my opinion on this is it's not fair
to the candidate you need to give them
an honest and a transparent interview
process they have spent hours preparing
for this interview they may have even
spent days or weeks preparing for this
interview or at least stressing about it
anyway you need to tell them how much
they could be earning this is probably
the most important question they want
answered during the interview if they
walk out of the interview not knowing
the salary range or how much you could
be paying them and they walk into
another interview that tells them
immediately directly they're going to be
earning 80 000 a year and they get that
job offer it's an easy decision of which
job they're going to take you don't have
to give the exact salary to the job
candidate and i recommend that you don't
because it's very likely after you
conduct the interview you will need to
consult with the hr department or other
managers or leaders of the company as to
how much you want to pay this person so
i recommend you give a salary range
between fifty thousand sixty thousand or
sixty thousand eighty thousand or one
hundred and twenty to one fifty thousand
whatever the salary range is going to be
the person interviewing for the job
needs to know how much they could be
paid they need to know whether it's
going to be worth their time to continue
the interview process with you the final
part of the interview is where you open
the interview up for the candidate to
ask you questions as i mentioned this is
something you should tell them they're
able to do all throughout the interview
process but if they have additional
questions and it's very likely they'll
have additional questions at the end you
need to allocate some time for them to
ask you those questions now
well-prepared candidates will ask you
questions they will have questions
prepared that they want to ask you but
sometimes people clam up sometimes
people get nervous or maybe you have
already answered the questions that
person has prepared in advance for you
so you may need to prompt them to ask
you questions by saying things like what
did you think about the company how do
you feel about the job is there any
information we've discussed that you
would like me to elaborate on this
prompt can help them to relax a bit and
to trigger their mind into thinking
about what questions they could possibly
ask you it basically makes their job a
little easier during the interview
because remember at the end of the day
you want to get to know the real person
you don't want to know the person who is
hiding behind stress and nerves you want
to help them relax so you know
the real person you could potentially be
working with and at the very end of the
interview you need to inform the
candidate of the next steps when should
they expect to hear an answer from you
who will contact them with an answer who
can they contact if they have any
additional questions you should then
review their contact details their email
address and their postal address and
walk them to the elevator thank them for
the time and say goodbye i know it can
be really daunting to conduct a job
interview as a new manager or as a new
leader but i truly hope that this video
has given you some really good guidance
and direction on what to do what to ask
and how to just go about it in general
another topic that many emerging leaders
want to know about is how to give
negative feedback this can be a really
stressful situation especially if you've
never given negative feedback before or
even if you've given it before you might
just be really stressed or nervous about
it so in this video i share an easy
simple three-step structure to follow to
help you give negative feedback when you
need to thank you so much for watching
if you like this video hit the like
button subscribe to my channel and i'll
see you in the next video
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