How to Conduct a Job Interview

Finding the ideal person for your organisation is a difficult task that requires careful thought. You may learn a lot about a candidate during an interview and determine whether they are a suitable match for the position. It's critical to get the interview right because it will affect both your and their decision.

Select the Candidates

First, only choose qualified individuals through interview selection techniques; your goal should be five to ten. Examine their resumes and eliminate any candidates who don't fulfil your basic qualifications. Consider holding a phone interview to weed out the less qualified prospects if you have more than ten applicants who seem qualified on paper.

Interviews' Goals

When you meet applicants in person, you must:

  1. Promote your company to attract and draw in the best applicant.
  2. Determine how closely their skills match the position.
  3. Learn more about the candidates' education, professional experience, aspirations for their careers, abilities, and traits.
  4. Determine whether they would be a good fit for the company.
  5. Determine how interested candidates are in the job and the organisation.

Structure the Interview in Advance

At Fortray, we've experimented with a variety of inventive interviewing methods to assess candidates, and we've discovered that there is no "correct" or "wrong" approach to conduct an interview. However, it's crucial that you organise your interview so that both you and the prospect know exactly what to anticipate. Here are some guidelines to aid in interview structure:


When the initial introduction candidate arrives for the interview, they will undoubtedly be feeling anxious. Give them a few minutes of small conversation to help them relax. Ask them how their journey went and bring up the weather but stay away from any potentially offensive topics.

Asking Queries

Asking questions will take up most of the interview. Keep in mind that an interview is a discussion, not an interrogation, as we'll discuss the kinds of questions you should ask a bit later. Try to offer questions that allow the candidate an opportunity to reflect on their own responses and pay close attention to what they say.

Candidates' Inquiries

An interview is a two-way examination in which the candidate decides if they want to work for you in addition to whether you think they would be a good fit for the organisation. Make sure you give the candidate enough time in the interview to ask any questions they may have.

What will happen next?

Make sure you inform the candidate of the next stages as the interview draws to an end. How much time will they have to wait before hearing back? Are there plans for additional interviews? Etc.

What inquiries ought to you make in an interview?

There are certain obvious dos and don'ts when it comes to interview questions. There are many various methods to interrogate a candidate, but one thing you should avoid doing is asking the wrong things. That entails avoiding inquiries on age, health, marital status, and ethnicity during interviews.

You might include the following examples of effective interview questions into your own approach:

  1. Describe yourself and explain why you believe you are a good fit for the position.
  2. What do you think your greatest assets are?
  3. What distinguishes you from the other applicants for this position?
  4. What has been your greatest professional accomplishment to date?
  5. When was the last time you faced a challenge? How have you handled it?
  6. What salary goals do you have?
  7. Do you have any queries for either us or me?

These inquiries are, of course, pretty general. When conducting an interview for a highly specialised position, such as an aeronautical engineering position, you should concentrate on the candidate's relevant experience and interest in the field outside of the workplace. You should also ask questions that will gauge their intelligence and ability.

You have every right to give applicants a test or challenge to determine how they handle pressure (here is a good example). In some circumstances, it's preferable to outline what to expect from the candidate so they can get ready, but this truly depends on the role and the interview style you choose.