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How to Conduct a Job Interview as a Recruiter?

How to conduct job interview

The job interview is, without a doubt, one of the most important moments of the selection process. After all, it is at this stage that the recruiter and the area manager will be able to get to know the candidate more in-depth and, thus, define whether or not he is the ideal talent to occupy a position in the company.

For this to really happen, however, it is important that the recruiter knows how to get the most out of the interview. This includes everything from being clear about the organization’s real needs to creating a pleasant atmosphere so that the interviewee can deliver his or her best.

Want to know how to conduct a successful job interview and hire the best professionals for your team? Then check out the tips we prepared to help you in this mission! ☺

You should learn how to conduct a job interview

Why is the job interview so important?

As we said earlier, the job interview is one of the most crucial steps in the selection process, as it is from there that HR and the manager can finally beat the gavel on the candidate who is most apt to fill the vacancy.

This is because, as much as the tests show whether or not the professional has the necessary technical knowledge to perform the role, it is only through a good conversation that the recruiter will be able to:

  • Verify the information that has been passed;
  • Learn more about the candidate’s professional experiences;
  • Assess whether he has the desirable personal characteristics and skills for the position;
  • Check if there is a cultural fit between the candidate and the values ​​and purposes of the company;
  • Clarify all doubts related to the position.

It is worth remembering that, as much as the interview is the moment that the candidate has to enchant the company, the opposite must also happen.

Especially when we talk about a market as competitive as technology, providing a positive experience from start to finish of the selection process is critical for anyone looking to recruit the best IT talent.

The main types of job interview

Yes, there are different types of job interviews. And as each one of them fulfills different objectives, it is important to be aware of the existing options to choose the model that makes the most sense with the company’s strategy.

Check out, below, which are the three types of interviews that currently stand out in the market:

1 – Technical interview

As the name suggests, this is the type of interview that aims to assess the candidate’s technical knowledge (hard skills).

As this is the knowledge that can be very specific, the technical interview is usually carried out together with an employee who already works in the sector, such as the area manager.

Here, it is important to consider the trajectory of the professional and the experience acquired over the years

2 – Behavioral interview

In addition to technical skills, companies have increasingly looked at candidates’ soft skills in order to identify whether they really have an affinity with the company’s culture.

To reach this conclusion, the recruiter usually asks about the professional’s experiences and the way he acted in certain situations. After all, most behavioral skills are demonstrated in real day-to-day situations.

It is worth noting that, in an IT job interview, some of the most sought-after soft skills are: the ability to solve complex problems, critical thinking, resilience, creativity, motivation, and leadership.

3 – Remote interview

To complete the list, we couldn’t help but talk about the remote interview. After all, with many companies adopting the home office as a result of the Covid-19 pandemic, this option has gained more and more space.

It is important to point out that the remote interview is related to the means used to facilitate the conversation with the candidate. Therefore, it can address, for example, technical and behavioral issues.

Want to learn how to set up an ideal online interview? Then check out the content we prepared exclusively on this subject!

Structured, unstructured, and semi-structured interview

In addition to the previous topic, it is important to keep in mind that the types of interviews listed above can be applied in three different models:

  • Structured interview: it is when the recruiter structures in advance the questions that will be asked to the candidates, as well as the expected answers;
  • Unstructured interview: It’s the exact opposite. In this case, there is no pre-established question and answer script;
  • Semi-structured interview: combining the best of the two previous models, in this type of interview the recruiter establishes some questions in advance, but also has the flexibility to direct the interview as needed.

4 steps to a good job interview

Now that you know the most common interview types and models, we’ve separated some tips on how you can conduct a successful job interview. Check step by step:

1 – Prepare in advance

Whatever the stage of the selection process, good planning will make all the difference. Before the crucial moment, therefore, it is essential to define what type of interview you will carry out, according to the needs of the company/vacancy.

At this stage of preparation, the interviewer should also seek to know the position that is open, so that he can conduct the job interview in the best way.

2 – Ask good questions

Knowing what questions to ask in a job interview is imperative. Therefore, our tip is that you list which questions should be asked during the conversation with the candidate, considering both technical and behavioral aspects.

The key is to focus on the questions that are relevant to the candidate’s choice. If you don’t know where to start, here are some questions that are often asked at this time and that can be a starting point:

  • Can you talk a little about yourself?
  • What are your strengths and weaknesses?
  • What was your biggest professional challenge and how did you deal with it?
  • What is your biggest professional achievement?
  • Why would you like to work at our company?
  • What are your long-term professional goals?
  • What would your coworkers say about you?

Note: to assuage the candidates’ natural nervousness, the ideal is for the dialogue to start with more general topics.

3 – Introduce the company

As we said earlier, the timing of the interview should also be used to delight the candidate. Therefore, making a good presentation about the company is essential.

Start by giving a brief introduction to the organization, telling a little about its history and cultural aspects. Here, you can talk about the company’s values, as well as the advantages and benefits of being part of the team.

In fact, this is an excellent way to start the job interview, so that the candidate has time to settle in.

4 – Clarify all doubts

At the end of the job interview, it is recommended that the recruiter reinforces the details of the vacancy and what the company expects from the employee who will fill it.

Don’t be afraid to talk openly about the assignments, compensation, and benefits of the position – after all, all these points will count so that the candidate can also make a decision.

Take the opportunity to clarify doubts and make it clear what the next stages of the recruitment will be. Point out what will happen from that moment on, including the deadline for the company to give a return.

We hope that with the tips listed here, you will be able to conduct an excellent job interview that connects your company to the best IT talent.

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