Conducting Job Interviews is a very critical aspect of hiring and the entire recruitment process. It’s very challenging for employers to follow the best interview techniques while being in the process. Mistakes during interviews might have a serious impact on your organization. Hiring is very important as it helps employees and employers both learn about each other and figure out whether in the long run the relationship will be productive or not. Clark says it doesn't leave time or space for the best practices of hiring that are proven to be conducive to finding employees who either become great for their company or stay with the company for the desired amount of time. Let us discuss some best practices that will help you conducting good interviews and will help tilt the odds in favor of filling up your open position with a reasonably good candidate that will have a long association with you.

1.     Preparation: Always review the candidate's resume before starting the interview and be sure that you fully understand the key requirements of the position that you are hiring for. No matter how good you are with your communication skills, a job interview is not a place for a spontaneous position. Always remember, the job candidate is evaluating you and your company similarly you are evaluating him or her. The candidate sitting across from you might be the perfect person for the job but if he is turned off by your interview process you will lose a good candidate. A well-prepared interview takes time but is one of the best predictors of job performance.

2.     Setting the candidate at ease: The interview word itself causes stress. The candidate’s nervousness should not be taken as an advantage over him or her. Offering a glass of water and making the candidate at ease will help him open up about himself else he will not be able to give you detailed information due to nervousness. As you get started give him a brief introduction about yourself and your company which will help him connect to you in a better manner. Setting the scene is also a very good way to start building rapport with your potential employee. Giving an indication of the proposed length of the interview gives them clarity about the interview process and helps them build trust with the employer.

3.     Ask Open-ended Questions: Asking questions that only invite a Yes or No as an answer will not help you understand the candidate better. Open-ended questions that invite people to answer openly about their background, job requirements, as experience will help you evaluate the candidate in a better manner. While listening to their answers you can get into deep and understand what makes the candidate different from others. A few candidates are a very pro at appearing for interviews, our goal as an interviewer is to help them come out of their pre-packaged answers and give more access to information.

4.     Make Notes-Taking notes while interviewing a candidate is not a bad idea as well. You should politely explain to the candidate that you will be taking the notes while he will be answering your questions. Try to keep the notes to a minimum with whatever is required later on to discuss the candidate.

5.     Non-Verbal Behaviour is very important-Non verbal conversation can help you understand a candidate in a better manner. While interviewing keep an eye on his facial expressions, eye contact, tone, etc.

6.     End it on a Positive Note-A friendly approach is really very important for making an interview a good experience for everyone. One should always thank the candidate for giving time for the interview and one should be allowed to ask any questions or concerns he/she has.  

Thus, if a few points are taken into consideration it will be a good experience for everyone involved. It doesn’t take an extra penny to be courteous and polite to everyone.