How to Be a Good Interviewer: Mastering the Art of Hiring the Best Talent

Hiring the right person for a job is like assembling the perfect puzzle piece—it requires patience, precision, and a keen eye for detail. But let’s be honest: being a good interviewer isn’t just about asking the right questions. It’s about creating an experience that helps you uncover the best candidate while leaving a lasting positive impression. Whether you’re a seasoned hiring manager or a first-time interviewer, this guide will walk you through the essentials of being a great interviewer.

Why Being a Good Interviewer Matters

Before we dive into the how, let’s talk about the why. A good interviewer doesn’t just fill a role—they shape the future of their team and company. The way you conduct an interview can influence a candidate’s perception of your organization, impact their decision to accept an offer, and even determine whether they’ll recommend your company to others.

Think about it: interviews are a two-way street. While you’re evaluating the candidate, they’re also evaluating you. So, how do you ensure you’re putting your best foot forward? Let’s break it down.

The Top Qualities of a Great Interviewer

What makes a good interviewer? It’s not just about having a list of questions ready. It’s about embodying certain qualities that make the process smooth, insightful, and enjoyable for both parties. Here are the key traits to cultivate:

  1. Engaging Personality: You’re the face of the company during the interview. A warm, approachable demeanor can put candidates at ease and encourage them to open up.

  2. Self-Awareness: Know your biases and work to minimize them. This ensures a fair and objective evaluation.

  3. Active Listening: Pay attention to what the candidate is saying—and what they’re not saying. Body language and tone can reveal a lot.

  4. Detail-Oriented: Take notes and remember key points. This shows you value the candidate’s time and input.

  5. Agile Thinking: Be ready to adapt if the conversation takes an unexpected turn. Flexibility is key.

How to Prepare for an Interview

Preparation is the backbone of a successful interview. Here’s how to get ready:

  1. Review the Candidate’s Resume: Familiarize yourself with their background, skills, and experience. This shows you’ve done your homework.

  2. Craft Thoughtful Questions: Go beyond the basics. Ask questions that reveal problem-solving skills, cultural fit, and long-term potential.

  3. Set a Structure: Decide on the flow of the interview. Will you start with introductions, move to technical questions, and end with a Q&A? Having a plan keeps things on track.

  4. Create a Rating System: Develop a consistent way to evaluate candidates. This could be based on skills, experience, and cultural fit.

The STAR Method: A Game-Changer for Behavioral Interviews

One of the most effective ways to assess a candidate’s past behavior is by using the STAR method. This technique involves asking candidates to describe a SituationTaskAction, and Result related to a specific experience.

For example:

  • Situation: “Tell me about a time you faced a tight deadline.”

  • Task: “What was your role in the project?”

  • Action: “What steps did you take to meet the deadline?”

  • Result: “What was the outcome, and what did you learn?”

This method helps you gauge how candidates handle real-world challenges. For a deeper dive, check out this STAR method guide.

How to Judge a Candidate During an Interview

Evaluating a candidate isn’t just about their answers—it’s about the bigger picture. Here’s what to look for:

  1. Knowledge and Skills: Do they have the technical expertise required for the role?

  2. Growth Potential: Are they eager to learn and grow within the company?

  3. Cultural Fit: Will they thrive in your company’s environment?

  4. Enthusiasm: Are they genuinely excited about the role and your organization?

Common Interview Mistakes to Avoid

Even the best interviewers can slip up. Here are some pitfalls to watch out for:

  • Talking Too Much: Remember, the interview is about the candidate, not you.

  • Asking Leading Questions: Avoid questions that hint at the “right” answer.

  • Ignoring Red Flags: If something feels off, don’t brush it aside. Dig deeper.

  • Rushing the Process: Take your time to make an informed decision.

How to End an Interview on a High Note

The way you conclude an interview can leave a lasting impression. Here’s how to wrap things up gracefully:

  1. Thank the Candidate: A simple “Thank you for your time” goes a long way.

  2. Outline Next Steps: Let them know what to expect in terms of follow-up.

  3. End with a Handshake (or Wave): A professional closing gesture reinforces respect and courtesy.

For more on ending interviews effectively, check out Noota’s guide.

FAQs About Being a Good Interviewer

1. How long should an interview last?

Most in-person interviews last between 45 and 90 minutes. However, the duration can vary depending on the role and the tasks involved.

2. What are the 5 C’s of interviewing?

The 5 C’s are ConfidenceCompetenceCommunicationCharacter, and Chemistry. These qualities help you assess a candidate’s suitability for the role.

3. What are the 3 golden rules of interviewing?

The three golden rules are:

  1. Research and Preparation

  2. Demonstrate Professionalism and Engagement

  3. Follow-Up and Thank You

Conclusion: Becoming the Interviewer Candidates Remember

Being a good interviewer is an art—one that requires practice, patience, and a genuine interest in people. By honing your skills, preparing thoroughly, and staying open-minded, you can create an interview experience that benefits both you and the candidate.

So, the next time you’re gearing up for an interview, remember: it’s not just about finding the right person for the job. It’s about being the kind of interviewer that leaves a positive, lasting impression.