How to Conduct Better Interviews in the Current Job Market

Posted by  Megan Why


As recruiters and HR professionals, your jobs certainly haven't gotten any easier over the last few months with the low unemployment rate and stable job climate. While these aspects make this a positive time for the country and the economy, when you make your living by hiring the best employees for your organization, your job just got tougher. Many organizations are struggling to find candidates to fill open positions and often look to the hiring process for ways to help get people in the door more quickly and efficiently. This is a great time to make your process more effective in this changing job climate. 


Use This Method for Your Interview Notes to Hire Better Employees

Posted by  Cassandra Walter

You’ve done all the pre-work. You've done a job analysis, identified the competencies needed to be successful on the job, and you have developed great interview questions to measure those competencies. You are all set to begin conducting interviews.  Now, the hard work begins. 

The Struggle: Staying Engaged in the Interview...while also Taking Interview Notes

The purpose of an interview is to gather information from candidates to determine if he or she is the right person for the job. However, a major challenge that interviewers face is finding an efficient way to record the essential information while continuing to actively listen to the candidate’s responses. As an interviewer, you want to capture the important details so that you can recall it later and make an accurate evaluation of the candidate. But, you can’t record every word the candidate says.


How to Build Your Interview Process Like the Perfect Thanksgiving Meal

Posted by  Vicki Marlan


I’m looking forward to Thanksgiving this year because my family is spread across the country these days and we don’t get together as much as I’d like. Thanksgiving is a great excuse to bring families across America to the dinner table together for a huge, delicious meal once a year. Because I will be hosting the meal this year, I was researching seasonal recipes and somewhere between reading about pumpkin pie and candied sweet potatoes I got to thinking about the predictability of Thanksgiving and how it is surprisingly similar to the interview process that many of my clients have implemented at their organizations.

Believe it or not, Thanksgiving and behavioral-based interviewing have a lot in common; read on to find out how.


Interview Training Tips to Tackle 3 Common Hiring Challenges

Posted by  Rachel Reid

There are many resources that provide tips and guidance for interviewees to overcome challenges in an interview. However, it is also important to note that the interviewer also faces challenges. I’m sure everyone can think of one challenge that they struggle with when interviewing candidates. Whether it is for an entry-level position or an executive position, we all have obstacles. During one of our recent interview training workshops, recruiters and HR professionals shared common challenges they face when conducting interviews. It’s important to know how to overcome these challenges because a poor fit can be very costly to any organization. The interview is usually the final step before making an offer and the last chance to gather data about a candidate before a decision is made. 

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7 Scary Interview Questions That You Should Never Ask to Candidates

Posted by  Vicki Marlan

halloween.jpgIn many aspects, the hiring process is similar to a game of poker in that each side is trying to gather as much information as they can to determine when they should bet and when they should fold. Organizations who allow untrained interviewers to conduct unstructured interviews are creating an environment where the candidate has the upper hand.

Asking poorly developed interview questions is really no better than playing a poker hand blind. And the worst part is that the interviewer (or poker player who is playing the blind hand) believes they have enough information to make a good decision. This fact creates an environment where organizations continue to ask the same bad interviewing questions and also continue to make poor hiring decisions.


How to Build a Better Interview

Posted by  Greg Kedenburg

interview-day.jpgAs one of the most critical pieces of the hiring process, the interview has the potential to be a ‘make or break’ situation for a large number of candidates. Those that have made it past any screening tools or assessments in place are qualified for the most part, and the interview is one of the last big hurdles they need to jump. Like most other aspects of hiring, however, there are countless different methods of interviewing, all with proponents that will swear by their preferred option.

While there may not be a one size fits all, objectively “right” style of interviewing for every context, there are certainly some ways in which you can maximize the effectiveness of the interview. More often than not, the candidate is coming in on their own time, and as the hiring manager, you’ve scheduled time out of your busy day to conduct the interview, so there’s no reason not to attempt to make the most of everyone’s time. Below are some recommendations to help understand how to build a more effective interview.


How to Make Skype Interviews as Accurate as In-Person Interviews

Posted by  Rose Keith

iStock_000025394406_Small.jpgIs it possible to conduct an accurate interview via Skype? Many of today’s candidates don’t always live in the same city where the job they’re applying for is. This presents a challenge for hiring managers who want to be able to interview qualified candidates in person, but don’t want to spend the money and time to bring them in for an in-person interview. A lot of companies are turning to Skype (or something similar) to conduct an interview that is more telling than a phone interview, but is more cost-effective than paying for the candidate to travel for the interview.

Does Skype work, though? We think it can. The keys to making Skype interviews effective are:


5 Reasons Panel Interviews Don't Work (and 6 Ways to Improve Them)

Posted by  Matthew O'Connell, Ph.D.

panel-interview.jpgThere’s a clear irony when it comes to panel interviews. On the one hand, many organizations use them and most people, at least those on the side of asking questions, prefer them to one-on-one interviews. It seems logical that having more than one person observe the candidate, will reduce bias and inaccuracy. On the other hand, every time anyone does a review of the effectiveness of the various types of interviews, panel interviews always underperform compared to the more traditional individual interview. So why would companies continue to use something that clearly isn’t as effective?


The Proof Why Your Company Should Be Using Behavioral Interviewing

Posted by  Alissa Parr, Ph.D.

behavioral-interview.jpgQuick question: What’s the easiest step that you can implement in a hiring process outside of a basic application?

Answer: Interviewing.

Another question: what’s the step in the hiring process that has the most likelihood of being legally challenged?

Answer: Interviewing.

In a review of 158 cases in the U.S. Federal Court involving hiring discrimination from 1978 to 1997, results found that unstructured interviews were challenged much more than any of the other 8 selection devices included in the review. Sixty percent of cases involved unstructured interviews. Of these 81 cases involving unstructured interviews, the challenge was successful in 59% of the cases and the organizations were found at fault. Meaning, there’s a lot of legal risk associated with unstructured interviews.


How Heuristics Can Affect Your Interviewing and How to Avoid Them

Posted by  Brian Dishman

interview-biasesInterviewing is a skill. Like any skill, good interviewing ability results from knowledge of technique, accumulation of experience, and an individual’s inherent talent. Like a professional golfer striking a long iron or an NFL quarterback rifling a tight spiral into defensive coverage, a skillful interviewer makes the process look easy. It is not. An interviewer must do some demanding, mental multi-tasking. An interviewer processes and evaluates what he is hearing from the candidate while simultaneously writing notes, identifying any missing relevant information, and formulating follow-up probing questions. The process requires quite a bit of cognitive juggling. For new interviewers, the process can be mentally stressful, and when our minds are stressed we are likely to make judgment errors. When our brain is overloaded with information it takes shortcuts. These mental shortcuts are called heuristics.


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