Your palms are sweaty. Your throat feels tight. As you sit across from a candidate, you realize the next 30 minutes could shape their future at your company. If you’ve never had to conduct an interview before, the pressure is real.
Let’s face it: learning how to conduct an interview is just as challenging for new hiring managers as it is for nervous job seekers.
Being asked to interview someone without prior experience feels like being pushed into deep water when you’re still learning to swim, especially when conducting the interview. The questions flood in: What if I ask the wrong questions? What if I miss red flags? What if I waste everyone’s time?
I felt the same panic when my manager first asked me to interview candidates as an interviewee. With no training and zero experience, I made every mistake possible. I talked too much. I asked closed questions. I made snap judgments based on first impressions.
But after interviewing hundreds of people and training new hiring managers, I’ve learned something important: good interviewing isn’t magic; it’s how to attract top talent by learning how to conduct an interview effectively. It’s a skill anyone can learn.
The truth? You don’t need years of experience to conduct effective interviews. You need a clear system to decide on the best candidates.
This guide walks you through five practical steps that transform first-time interviewers into confident evaluators who seek in-depth information. No complex techniques. No HR jargon. Just straightforward methods that work.
Whether you’re filling in for a colleague or taking your first steps into management, these steps will help you identify the right candidate for the job, even without previous interviewing experience, allowing you to find a great candidate.
Let’s turn your interviewing anxiety into interviewing competence and learn how to build rapport.
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Step 1: Preparation and Research Interviews
Research forms the foundation of successful interviews, even without experience.
Proper preparation builds confidence and helps identify quality candidates
Understanding job requirements and candidate backgrounds leads to better hiring decisions
Identify the Job Requirements and Soft Skills For Key Informant Interviews
When you prepare to interview without prior experience, your first step should be to gain a clear understanding of what the position requires within the company culture. This goes beyond just reading the job title – you need to break down the role into its core components to decide on the next steps.
You can start by reading the job description several times. Note the specific skills, qualifications, and experiences listed as “required” versus those marked as “preferred.” Understanding these distinctions is crucial for the hiring process. Research shows that first-time interviewers often fail to distinguish between critical requirements and nice-to-have attributes, leading to poor hiring decisions. According to a 2023 study by the Society for Human Resource Management, 74% of employers report making at least one bad hire, with inadequate job requirement analysis being a primary factor.
Next, speak with team members who will work directly with this new hire. It is better to ask them to talk about day-to-day responsibilities and challenges the role presents. This gives you practical insights that formal job descriptions might miss, which helps you formulate a better answer. Their input helps you create questions that test for real-world scenarios the candidate will face. For example, if the team mentions that the role requires handling difficult client conversations, you’ll want to ask for specific examples of how the candidate has managed such situations.
Connecting Requirements to Job Interview Questions
For each key requirement you identify, develop at least two interview questions that will help assess the candidate’s capabilities in that area, which is what defines a good interviewer in their key role. For technical skills, prepare questions that allow candidates to demonstrate their knowledge rather than simply stating they have it. For soft skills like communication or problem-solving, create scenario-based questions that reveal how candidates apply these skills in practice.
Many first-time interviewers find the “STAR” method helpful when thinking about assessment questions. This stands for Situation, Task, Action, and Result. Your questions should prompt candidates to describe a specific situation, what task they needed to complete, what actions they took, and what results they achieved. This framework helps you gather concrete evidence of their abilities rather than vague self-assessments.
Finally, prioritize your requirements list. Not all skills or qualities are equally important, and you have limited time in an interview, especially if you ask general questions. Rank the job requirements from most to least critical, ensuring you allocate more interview time to the essential areas. This prioritization will help you make better decisions when comparing candidates who may excel in different aspects of the role.
Research the Candidate’s Background As A Next Step
After understanding what the job requires, shift your focus to learning about the candidates themselves. You can start with a thorough review of each resume, but look beyond just matching keywords to requirements. You should pay attention to the progression of their career, noting any patterns of growth, specialization, or shifts in focus.
When reviewing a resume, highlight specific experiences that connect to your job requirements. Look for evidence of achievements rather than just responsibilities—candidates who quantify their accomplishments often provide better indicators of future performance.
Cover letters offer additional insights that resumes may not capture. They often reveal communication skills, motivation for applying, and how candidates think about themselves in the role. Note any discrepancies between the resume and cover letter, as these might be points to clarify during the interview.
Expanding Your Research on Good Interviewers
Social media and professional networks can provide additional context about a candidate, which is particularly useful in group interviews or key informant interviews. LinkedIn profiles often contain endorsements, recommendations, and activity that shows professional interests. About 91% of employers use social media to screen candidates, according to a CareerBuilder survey, making this a standard practice rather than an exception.
However, be careful about potential bias when reviewing social media. Focus on professional aspects rather than personal details that aren’t relevant to job performance. The goal is to gather additional professional context from candidates during research interviews, not to make judgments based on personal information.
Prepare a “candidate profile” document for each person you’ll interview. This should include:
Key points from their resume relevant to your job requirements
Questions their application raises (gaps in employment, frequent job changes)
Specific experiences you want them to elaborate on
Initial impressions you want to verify or challenge
This preparation ensures you enter the interview with clear focus areas rather than trying to cover everything or getting sidetracked by less relevant details.
The 5 C’s Approach for First-Time Interviewers
First-time interviewers often find it helpful to follow the 5 C’s approach: Clarity, Competency, Cultural fit, Character, and Commitment, rather than relying solely on predetermined questions. This framework helps organize your research and preparation:
Clarity: Be clear about what information you need from each candidate
Competency: Identify evidence of skills and abilities in their background
Cultural fit: Look for indicators of how they might adapt to your workplace
Character: Find examples of integrity and values alignment
Commitment: Assess their dedication and potential for long-term engagement
For each of these areas, prepare specific questions based on what you’ve learned from their application materials. For instance, if a candidate claims to have led a team project but their resume lacks details, prepare questions that ask them to describe their leadership approach and outcomes.
When researching candidates with minimal experience for entry-level positions, focus more on potential than past achievements. Look for evidence of learning ability, adaptability, and a growth mindset in their academic projects, volunteer work, or extracurricular activities, and consider conducting research interviews to gather more insight. These can be strong predictors of success even when formal work experience is limited.
Remember that your preparation communicates your professionalism to candidates. When you demonstrate thorough knowledge of their background during the interview, it shows respect for their time and creates a positive impression of your organization. About 83% of candidates say their interview experience influences their final decision about a job offer, according to LinkedIn data.
Step 2: Structuring the Interview
A well-planned interview structure ensures you cover all critical areas without missing important questions.
Following a timeline keeps interviews on track and respects everyone’s time.
Strategic question selection helps you gather meaningful information even without prior interviewing experience.
Create a Structured Group Interview Plan
The foundation of a successful interview is a clear structure. Without a plan, conversations can wander, critical questions might be forgotten, and you’ll struggle to compare candidates fairly. Creating a structured interview plan helps you stay focused and consistent with each candidate.
You can start by developing a detailed timeline for your interview. For a standard 45-60 minute interview, consider this breakdown:
5 minutes: Introduction and rapport building
30-40 minutes: Core questions about experience and skills
5-10 minutes: Company information and candidate questions
2-3 minutes: Wrap-up and next steps
Write down this timeline and keep it visible during the interview. This practice helps you maintain pace and ensures you don’t spend too much time on early sections, leaving insufficient time for important later questions.
Creating an Interview Flow Document
Prepare an interview flow document that includes your timeline and all questions you plan to ask. This document should be structured chronologically and include:
Opening script (introducing yourself, explaining the process)
Icebreaker questions to establish rapport
Core competency questions related to job requirements
Scenario-based questions to assess problem-solving
Company information you want to share
Space for candidate questions
Closing script (explaining next steps)
Having this document prepared means you won’t need to think about what comes next during the interview. You can focus on the candidate’s responses and making them feel comfortable.
"A well-structured interview provides clarity and focus, while also allowing for an organic conversation."
Remember to include transition phrases between sections of your interview. These help signal to the candidate that you’re moving to a new topic and keep the conversation flowing naturally. Simple transitions like “Now I’d like to learn more about your experience with…” help maintain a professional flow.
Plan for Essential Interview Questions for New Interviewers
Crafting effective questions is perhaps the most critical part of interview preparation. Good questions reveal relevant information about a candidate’s abilities and fit, while poor questions waste time or yield meaningless responses.
For new interviewers, it’s helpful to prepare three types of questions:
Opening questions – These establish rapport and ease tension
Skills and experience questions – These assess job-specific capabilities
Behavioral and situational questions – These predict future performance
According to research from multiple career resources, behavioral and situational questions have become standard in structured interviews because they help employers assess how candidates have handled real-life situations.
Preparing Open-Ended Questions Before Conducting The Interview
Avoid questions that can be answered with a simple “yes” or “no.” Open-ended questions encourage candidates to provide detailed responses that reveal their thinking process and experience.
Instead of asking: “Do you have experience with project management?” consider how you would conduct interviews differently.
Ask: “What project management challenges have you faced, and how did you address them?”
You should prepare at least 2-3 open-ended questions for each key job requirement you identified during your preparation phase. This ensures you gather comprehensive information about each critical skill area.
For technical roles, include questions that allow candidates to explain their problem-solving approach:
“Walk me through how you would debug this specific issue…”
“Describe your process for implementing a new feature from start to finish…”
For leadership roles, focus on team management and decision-making:
“Tell me about a time you had to make an unpopular decision with your team…”
“How have you handled performance issues with direct reports?”
Incorporating Behavioral and Situational Questions
Behavioral questions ask candidates to share specific past experiences, while situational questions present hypothetical scenarios to assess problem-solving abilities, helping to identify the best candidates. Both types provide valuable insights into how a candidate might perform in your organization.
Effective behavioral questions often follow the pattern: “Tell me about a time when you…” These questions help assess past behaviors that might predict future performance. Some examples include:
“Tell me about a time you had a conflict with a team member. How did you resolve it?”
“Describe a situation where you failed at a task. What did you learn from it?”
Share an example of when you had to work under tight deadlines. How did you manage the pressure?”
When crafting these questions, focus on the specific competencies needed for the role. If the position requires strong problem-solving skills, ask about past challenges they’ve overcome. If teamwork is essential, inquire about collaborative projects.
For situational questions, present realistic scenarios relevant to the role:
“How would you handle a situation where a client is unhappy with our service?”
“What would you do if you disagreed with a decision made by your manager?”
“If you noticed a colleague wasn’t following proper procedures, how would you address it?”
When preparing these questions, think about real challenges that occur in your workplace. The more relevant the scenario is to the actual job, the more valuable the candidate’s response will be.
Creating Question Categories
Organize your questions into clear categories to ensure you cover all necessary areas. A typical structure might include:
Technical competence – Questions about specific skills and knowledge
Experience – Questions about relevant past work
Problem-solving – Questions about analytical thinking and approach
Teamwork – Questions about collaboration and communication
Cultural fit – Questions about values and work style
Growth potential – Questions about learning and development
For each category, prepare 2-3 questions that might include the same questions and rank them by importance. This way, if time runs short, you can focus on the highest priority questions in each area.
Document all your questions in your interview guide with enough space to take notes on responses. Consider creating a simple rating scale (1-5) for each question to help with post-interview evaluation.
Remember that the best interviews feel like conversations rather than interrogations. While following your structure, allow for natural follow-up questions based on the candidate’s responses. This balance of structure and flexibility will help you gather comprehensive information while creating a positive experience for the candidate.
Step 3: Building Confidence in First-Time Interviewers
Build interview confidence through deliberate practice and preparation
Master body language fundamentals to project professionalism
Use specific techniques to manage nerves and appear composed
Conducting your first interview can feel scary. Studies show 49% of employers form their opinion within the first five minutes of meeting a candidate. This puts pressure on new interviewers to appear confident right from the start. The good news is that confidence can be developed through specific techniques and practice, especially when conducting interviews.
Practice Common Interview Scenarios
Before facing a real candidate, practicing interview scenarios helps build your confidence. Think of this as a dress rehearsal. Just like actors practice before opening night, interviewers should run through their questions and responses before the actual interview.
It is better to start by identifying 5-10 common scenarios you might encounter. These could include a candidate who gives very short answers, someone who goes off-topic, or a person who seems nervous themselves. For each scenario, prepare a thoughtful response that keeps the interview on track and shows you are genuinely interested in the candidate’s experience.
Next, you should find a trusted colleague to role-play these scenarios with you. It is better to ask them to play the part of different candidate personalities. When practicing, run through your entire interview structure from beginning to end, perhaps using a tape recorder to review your performance. This helps create muscle memory so the actual process feels familiar when you’re doing it for real.
Setting Up Effective Practice Sessions
Schedule at least two practice sessions before your first real interview. The first session helps identify areas that need improvement, while the second allows you to refine your approach. During these sessions:
Dress as you would for the actual interview to create authentic conditions
Set up the room similar to your interview space (same table arrangement, chair positions)
Place a clock or timer where you can see it without it being obvious
Have your practice partner give specific feedback on your questions, body language, and tone
Recording these practice sessions can be extremely valuable. Use your phone to record audio or video of your practice interviews. Watch or listen to these recordings to identify areas for improvement. You should pay attention to your speech patterns, filler words (like “um” or “you know”), and how clearly you articulate questions.
“Nerves can affect how you present yourself. Good preparation helps you make a strong impression. It also boosts your confidence and clarity in speaking.”
Self-Assessment Techniques
After each practice session, conduct a self-assessment using these prompts:
Did I clearly explain the role and company?
Were my questions easy to understand?
Did I maintain appropriate eye contact?
How was my speaking pace? Too fast or too slow?
Did I give the candidate enough time to respond?
How did I handle unexpected answers?
It is better to create a checklist based on your findings and focus on improving one or two aspects at a time. This targeted approach prevents feeling overwhelmed.
Focus on Body Language and Tone
Your body language sends powerful signals to candidates, especially when conducting an interview. It affects how professional and confident you appear when you conduct interviews. Non-verbal communication accounts for 55% of interview success, according to research. Even more striking, 65% of interviewers have rejected candidates for failing to maintain eye contact during interviews. As an interviewer, you need to be equally aware of your non-verbal cues.
You can start with your posture. Sit up straight with your shoulders relaxed. This project is confident without appearing rigid. Keep your hands visible on the table or in your lap rather than crossed over your chest, which can seem defensive or closed off.
Eye contact is critical, but it should feel natural. Aim to maintain eye contact about 60-70% of the time. When taking notes, briefly explain that you’re writing something down so the candidate doesn’t feel ignored. A simple “I’m just making note of that excellent point” works well.
Developing a Professional Voice
Your voice and tone significantly impact how your questions are received. A too-soft voice might make you seem unsure, while speaking too loudly can come across as aggressive. You can find a middle ground with these techniques:
Practice speaking from your diaphragm rather than your throat for a stronger voice
Slightly lower the pitch of your voice at the end of sentences to sound more authoritative
Vary your tone to emphasize important points and keep the conversation engaging
Speak at a moderate pace—not too fast (which suggests nervousness) or too slow (which can bore the candidate)
Before the interview, warm up your voice by reading a paragraph aloud. This prepares your vocal cords and helps you find your natural speaking rhythm, which is essential for becoming a good interviewer.
“Employers look for candidates with optimism and a ‘can-do’ attitude. Attitudes are contagious and directly affect company morale. Let the optimist in you shine during the interview process.”
The same applies to you as an interviewer. Your attitude sets the tone for the entire conversation.
Managing Interview Nerves
Even with thorough preparation, feeling nervous before your first few interviews is normal. The key is managing these nerves so they don’t undermine your performance, which is crucial in learning how to conduct an interview.
First, recognize that mild nervousness can be helpful. It keeps you alert and focused. The problem occurs when nerves become overwhelming. To prevent this, try these techniques before the interview:
Arrive 15-20 minutes early to settle yourself in the space
Take five deep breaths, inhaling for a count of four and exhaling for a count of six
Keep a water bottle nearby to prevent dry mouth (a common symptom of nerves)
Review your interview plan one final time to reassure yourself
If you feel yourself getting flustered during the interview while the candidate is answering questions, pause briefly. Taking a three-second pause to collect your thoughts appears thoughtful rather than nervous. You can also use transition phrases like “That’s an interesting point. Let me consider that for a moment” to give yourself time to regroup.
Creating a Confident Mindset
Your internal dialogue significantly affects your confidence. Replace negative thoughts (“I might mess this up”) with positive affirmations (“I’m well-prepared and will do a good job”). Before the interview, spend five minutes visualizing a successful interaction where you ask clear questions and receive thoughtful responses.
Remember that the candidate is likely more nervous than you are. They’re being evaluated, while your role is to facilitate the conversation. This perspective shift can help reduce your anxiety.
Morning interviews (9-11 AM) are preferred by 61% of hiring managers. If possible, schedule your first interviewing experiences during this optimal time when your energy is naturally higher.
Using Notes Effectively
Many new interviewers worry about forgetting important questions or details during the interview. The solution is to use notes effectively without appearing disengaged.
Create a single-page interview guide with:
Key questions organized by category
Space for brief notes on responses
Candidate name and role prominently displayed
A small section for follow-up question ideas
Place this guide on a clipboard or in a professional folder. Position it slightly to your side rather than directly between you and the candidate. This arrangement allows you to reference it naturally without creating a barrier.
When referencing your notes, do so briefly and then return your attention to the candidate. Explain your note-taking at the beginning of the interview: “I’ll be taking a few notes to help me remember our conversation accurately, similar to how one would in a focus group .”
Balancing Structure and Flexibility
While having a structured plan is important, being too rigid can make the interview feel mechanical. Practice transitioning smoothly between your prepared questions and spontaneous follow-ups based on candidate responses.
Use bridging phrases to maintain flow:
“That’s helpful. Building on that…”
“Thanks for sharing that experience. I’d like to understand more about…”
“That’s exactly the kind of information I was looking for. Now I’d like to ask about…”
These transitions help you guide the conversation while remaining responsive to what the candidate shares.
“As you go into this interview, understand that fate is in your hands. Believe in yourself, and your potential and success shall be yours.”
This mindset applies perfectly to first-time interviewers. Your preparation and confidence, along with understanding the company culture, will determine the quality of information you gather during the interview process.
Creating a Comfortable Interview Environment
A comfortable environment helps both you and the candidate perform at their best. This doesn’t happen by accident—it requires thoughtful preparation.
First, select an appropriate location. Ideally, use a private room with minimal distractions. If using a shared space, book it in advance and place a “Meeting in Progress” sign on the door. Check that the temperature is comfortable (around 70-72°F/21-22°C) and the lighting is adequate.
You should arrange seating thoughtfully. Position chairs at a slight angle rather than directly opposite each other. This creates a more conversational feel while still allowing for good eye contact. Ensure there’s a small table or surface for the candidate to place their materials.
It’s better to offer water to the candidate upon arrival. This simple gesture helps create a welcoming atmosphere, especially when they might be nervous about answering the same questions as other candidates.
Starting on the Right Note
The first few minutes set the tone for the entire interview. Greet the candidate with a smile and a firm handshake. Introduce yourself clearly, stating your name and role. Then, you can offer a brief overview of how the interview will proceed.
For example: “Hello Ms. Johnson, I’m Alex from the marketing team. We’ll spend about 45 minutes together today. I’ll start by telling you a bit about the role, then ask you some questions about your experience, and save time at the end for your questions. Does that sound good?”
This approach immediately establishes structure and puts the candidate at ease because they know what to expect. It also helps you feel more in control of the process.
Remember that first impressions form quickly—sometimes within just seven seconds. Your initial greeting sets the tone for the entire interview, so make it warm and professional.
Step 4: Effective Listening Skills for Interviews
Active listening positions you as a thoughtful interviewer who can extract valuable information.
Good listening skills help you identify candidate qualifications more accurately.
Mastering these skills leads to better hiring decisions, even without prior experience.
Listening is the most underrated skill in interviewing. Many new interviewers focus on what they’ll say next rather than truly hearing candidates. But effective listening transforms an average interview into an insightful conversation. When you listen well, you gather better information, make candidates feel valued, and ultimately make smarter hiring decisions.
Practice Active Listening As a Good Interviewer
Active listening means fully concentrating on what candidates are saying rather than passively hearing their words and allowing them to talk freely. It requires your complete attention and shows respect for the person speaking. According to research by Albert Mehrabian, only 7% of communication is based on words, while 38% is tone of voice and 55% is body language. This highlights why attentive listening goes beyond just hearing words.
To practice active listening during interviews, maintain eye contact with candidates. This signals your engagement and encourages them to share more detailed responses. You should avoid interrupting candidates mid-sentence, even if you think you understand their point. Let them complete their thoughts before responding. Studies show that most people spend 45% of their communication time listening, but the quality of that listening is what drives positive outcomes.
Providing Feedback Through Body Language
Your nonverbal cues signal whether you’re truly listening. Nod occasionally to show understanding. Lean slightly forward to demonstrate interest. Keep an open posture—avoid crossing your arms, which can seem defensive or closed off. Small verbal acknowledgments like “I see” or “That makes sense” encourage candidates to continue sharing.
You should pay attention to your facial expressions, too. A neutral or slightly positive expression works best. Appearing confused, bored, or skeptical can make candidates nervous and less forthcoming. If you need to clarify something, wait for an appropriate pause rather than showing immediate confusion.
Confirming Understanding Through Verbal Techniques
After a candidate answers an important question, briefly summarize what you heard. This technique, called reflection, confirms you understood correctly and gives the candidate a chance to clarify if needed. For example: “So you led a team of five developers and completed the project two weeks ahead of schedule. Is that right?”
Paraphrasing shows you processed their information and helps both of you confirm the key points. This doesn’t mean repeating everything verbatim—just capture the main ideas. For complex answers, this technique proves especially valuable.
Identify Important Details in Conversations
Identifying key details during interviews requires both focus and discernment. You need to separate relevant information from general conversation while maintaining a natural flow. This skill helps you evaluate candidates more effectively and make better hiring decisions.
Taking Effective Notes
Note-taking is essential, but can be distracting if done poorly. Create a simple note-taking system before the interview. You can use abbreviations and symbols that make sense to you, especially if you transition from individual to group interviews. Consider organizing your page with sections for different question categories or job requirements.
It is better to avoid writing complete sentences. Instead, jot down key phrases, specific examples, and notable quotes. Focus on recording achievements, specific skills mentioned, and examples that demonstrate required competencies. High-quality listening leads to a 16% rise in employee satisfaction, showing that attentive listening during interviews can identify candidates who will contribute positively to workplace morale.
When taking notes, maintain a balance between writing and maintaining eye contact. If you need a moment to write something important, briefly explain to the candidate: “That’s a great point about your project management experience. I’d like to note that down quickly.” This keeps the candidate engaged while you document crucial information.
Review your notes immediately after the interview while details are fresh in your mind; this can be time-consuming but necessary. Add any additional observations or impressions that you didn’t have time to write during the conversation to better discuss your evaluation.
Asking Clarifying Questions
When candidates provide vague or incomplete answers, ask follow-up questions to get more specific information. For example, if a candidate says they “improved team productivity,” ask: “Could you share some specific ways you improved productivity and how you measured that improvement?”
Clarifying questions should be neutral and non-leading. Avoid questions that suggest the answer you want to hear. Instead of asking, “So you enjoyed working with that team, right?” ask, “How would you describe your experience working with that team?”
The 2025 interview landscape increasingly focuses on soft skills, including active listening and inclusivity, essential for interviewing people effectively. By asking thoughtful, clarifying questions, you demonstrate these skills yourself and create space for candidates to showcase their communication abilities.
Detecting Inconsistencies and Red Flags
Effective listening helps you notice inconsistencies in a candidate’s responses, prompting you to ask clarifying questions. Pay attention to details that don’t align with information on their resume or with previous answers. These aren’t necessarily dealbreakers but warrant further exploration.
Listen for vague language or avoidance of direct answers. Candidates who consistently speak in generalities rather than specifics might lack the experience they claim. When you notice potential inconsistencies, ask for clarification in a neutral, non-accusatory way: “I noticed you mentioned working at Company X for three years, but your resume shows two years. Could you help me understand that timeline?”
Body language often reveals discomfort with certain topics, much like what is observed in key informant interviews. Note when candidates show signs of nervousness, like avoiding eye contact, fidgeting, or changing their tone when discussing specific experiences. These might indicate areas where more careful questioning would be valuable.
By combining active listening with strategic note-taking and thoughtful follow-up questions, you’ll gather comprehensive information about candidates despite having no prior interviewing experience. These skills help you evaluate candidates thoroughly and make confident hiring recommendations based on substantive insights rather than surface impressions.
How To Conduct An Interview Process
Interviewing without experience doesn’t have to be scary. With proper preparation, structure, and practice, you can conduct effective interviews to find the best candidates even as a beginner. Remember to research thoroughly, create a clear interview plan, and practice active listening. Your body language matters just as much as your questions, so stay calm and focused, similar to how one prepares for a focus group.
After each interview, take time to reflect on what went well and what could be better next time. This self-assessment is how you’ll grow from a nervous first-timer to a confident interviewer. Every professional interviewer started somewhere—right where you are now.
Keep this guide handy to learn how to cınduct an interview. Check off each step as you complete it, and soon the process will become second nature. With each interview, you’ll gain confidence and skill. The most important thing is to be genuine and treat each candidate with respect.
Ready to conduct your first interview? Follow these steps, trust the process, and you’ll find the right person for your team while developing a valuable professional skill that will serve you throughout your career.
