Conducting the Interview: Best Practices for Hiring Managers

Once you’ve done your homework and prepared for the interview (see Part 1: Preparing for a Productive Interview), it’s time to shift your focus to how you conduct the conversation. A well-run interview builds trust, uncovers relevant insights, and creates a positive experience for both parties.

Whether you’re interviewing in person or virtually, here are the key steps to ensure an effective and compliant interview process.

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1. Set the Stage with Rapport and Clarity

First impressions matter. Begin by:

Greeting the candidate warmly

Offering a comfortable and professional setting (quiet, private, distraction-free)

Explaining the interview format and expected duration

Outlining what topics you’ll cover and when the candidate can ask questions

This helps reduce nerves and ensures the interview starts on a strong, respectful note.

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2. Ask Open-Ended, Predictive Questions

Avoid yes/no or leading questions. Instead:

Use prompts like “Tell me about a time when…” or “Describe how you handled…”

Ask about specific skills, experiences, and behaviours related to the job

Listen for how the candidate thinks, solves problems, and works with others

Stay engaged and open, but don’t coach or guide their answers. Let their experience speak for itself.

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3. Listen Actively—Don’t Just Wait to Talk

One of the most common mistakes interviewers make is focusing so much on their list of questions that they fail to truly listen. Use these techniques:

Pause after the candidate finishes speaking—don’t rush to fill silence

Paraphrase or summarize what you heard to confirm understanding

Take notes respectfully (let the candidate know you’ll be doing this to stay accurate)

This not only improves the flow of conversation but gives you richer insight into the candidate’s thinking and experience.

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4. Manage Body Language and Interview Flow

Your non-verbal cues matter:

Avoid nodding or frowning in a way that might influence answers

Maintain eye contact, especially if interviewing virtually

Keep the tone conversational while staying on track

Silence isn’t always a bad thing—give candidates time to reflect before answering.

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5. Share the Role & Organizational Context

Once you’ve gathered candidate insights, provide an overview of:

The job responsibilities

The team and reporting structure

Your department’s culture, goals, and working environment

The challenges and opportunities ahead

Offer a transparent view—don’t just sell the role. This helps candidates assess fit on their end, too.

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6. Invite Questions & Additional Input

Remember, interviews are a two-way street. Allow time for:

The candidate to ask questions

Additional information they’d like to share

Clarification of anything discussed earlier

Top candidates are assessing you just as much as you’re assessing them. Make sure they leave feeling heard.

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7. Wrap Up Professionally

Close the interview by:

Thanking the candidate for their time

Outlining next steps and the timeline for decisions

Committing to follow up—even if they aren’t moving forward

Clarity at the end helps candidates feel respected and leaves the door open for future opportunities.

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Final Thought

A successful interview doesn’t just gather information—it creates a positive, professional impression of your company while giving the candidate space to show their potential. With the right structure and approach, you’ll walk away with the insights you need to make a confident hiring decision.