For most managers, interviewing is an important part of their job responsibilities. However, some people are more skilled at conducting interviews than others. Managers who know how to prepare for interviews are more likely to hire the best candidates, resulting in greater productivity for their departments.

Here we share five best practices you and your fellow hiring managers can use as you get ready to fill open positions:

1. Identify the Core Competencies of the Position

Analyze the job and determine what core competencies are required for success in the position. For example, some jobs may require an employee with superior customer service skills, while others may need experience with sales or analytical capabilities. By identifying core competencies upfront, managers will have a better idea of which areas to focus on during the interview process.

2. Develop Interview Questions That Align with the Key Skills Required for the Job

Many organizations have adopted behavioral interviewing or structured interviewing techniques. This approach to interviews uses questions related to past performance in different situations. Candidates’ answers to questions give insight into their skills in certain competency areas and their ability to do the job. An example of a behavioral interview question is: “Tell me about a time when you were faced with a difficult customer complaint. Describe how you responded to the situation. What was the outcome?” When developing behavioral interview questions, be sure they are job-related, focus on past behaviors and are open-ended. A structured interview helps managers avoid hiring based on “gut instincts” or first impressions.

With open-ended interview questions, managers may need to prompt candidates to reveal more information. There are certain phrases called probes that can be used to encourage people to talk more. Examples include: “When did this happen?” “Who was involved?” “What was your contribution?” Perhaps the most important probe is “What was the outcome?” The answer to this question will reveal what impact the candidate’s actions had on the situation.

3. Analyze the Candidate’s Resume Thoroughly

This helps managers identify potential topics they may want to explore in greater depth during the interview. Some applicant tracking systems include virtual interview functionality, so candidates can answer a few questions online as part of the application process. The answers candidates provide can be useful background information before an in-person meeting.

4. Be Aware of “Interview Don’ts”

There are certain things hiring managers should avoid during interviews. For example, interviewers shouldn’t ask broad, general questions like “What are your strengths and weaknesses?” or “Why should we hire you?” No matter how the candidate answers these questions, their responses are unlikely to have any relevance to the specific duties of the job. Also, hiring managers must be aware of topics that are prohibited to discuss during interviews. These include questions related to gender, race, marital or family status, and religion.

5. Create a Comfortable Interview Environment

Think through how to create a comfortable environment for the interviewee. Although interview questions are one of the most important aspects of interview preparation, it’s also a good idea to plan ways to make the interview as pleasant as possible for candidates. When people feel comfortable, they are more likely to interact in a more relaxed and honest way. Managers should reserve a quiet spot for the interview, be prepared to turn off cell phones and pagers and start the conversation with an ice breaker. Good listening skills are essential. A helpful rule of thumb to keep in mind is that the candidate should talk 80 percent of the time and the interviewer should talk no more than 20 percent of the time. Remember to leave time at the end of the conversation so the candidate can ask questions.

Before your next interview, try using these techniques. With a little advanced planning, you can increase the odds of finding the best candidate to meet your needs.

Hyrell’s Virtual Interview process allows you to review, rank and score applicants based on qualitative responses to application questions, leaving you with an additional level of insight before moving forward with the hiring process. Contact us to learn more!