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Good Interviewer

As a hiring manager, the interview process is crucial for finding the best candidate for the job. But being a good interviewer takes more than just asking the right questions; it requires active listening, empathy, and the ability to read between the lines. In this blog post, we'll delve into the characteristics of a good interviewer and provide tips and techniques for aspiring hiring managers to improve their interviewing skills.

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Introduction

As a hiring manager, the interview process is crucial for finding the best candidate for the job. But being a good interviewer takes more than just asking the right questions; it requires active listening, empathy, and the ability to read between the lines. In this blog post, we'll delve into the characteristics of a good interviewer and provide tips and techniques for aspiring hiring managers to improve their interviewing skills.

Definition of a Good Interviewer

A good interviewer is objective, fair, and thorough in their evaluation of candidates. They are able to assess a candidate's skills, experience, and fit for the role without letting personal biases or preconceptions cloud their judgment.

Active Listening

One of the most important skills for a good interviewer is the ability to actively listen to what a candidate has to say. This means paying attention to nonverbal cues, such as body language and tone of voice, as well as the words being spoken. By actively listening, you'll be able to get a better sense of the candidate's personality and how they may fit into your team.

Empathy

Empathy is key for building a rapport with the candidate and making them feel comfortable during the interview. A good interviewer is able to put themselves in the candidate's shoes and understand their perspective. This allows for a more authentic and meaningful conversation.

Reading Between the Lines

In addition to listening to what a candidate says, a good interviewer is also able to read between the lines and pick up on what isn't being said. This may involve asking follow-up questions to clarify or probe further into a candidate's thought process.

Structured Interviewing

While it's important to have a conversational flow during an interview, it's also important to have a structured approach. This means having a set of predetermined questions or topics to cover, as well as a system for evaluating candidates based on predetermined criteria. This ensures that all candidates are being judged fairly and on the same standards.

Asking the Right Questions

Asking the right questions is crucial for getting a sense of a candidate's fit for the role and company culture. This includes both technical questions about their skills and experience, as well as more general questions about their personality and work style. It's important to strike a balance and not ask too many or too few questions.

Avoiding Leading Questions

A good interviewer avoids asking leading questions, as these can bias the candidate's response and make it difficult to accurately assess their fit for the role. Leading questions are those that suggest a particular answer or sway the candidate in a certain direction. Instead, a good interviewer asks open-ended questions that allow the candidate to fully express themselves.

Avoiding Illegal Questions

It's important for a good interviewer to be aware of and avoid asking illegal or discriminatory questions. This includes questions about a candidate's age, race, religion, or marital status, as well as questions about their plans for having children or their physical abilities. These types of questions are not only illegal, but they also do not provide any valuable information about a candidate's fit for the role.

Providing a Positive Interview Experience

A good interviewer is considerate of the candidate's time and makes an effort to create a positive interview experience. This includes being punctual, providing clear instructions beforehand, and being respectful and professional throughout the process.

Giving Feedback

A good interviewer takes the time to provide specific, actionable feedback to candidates. This may include areas where the candidate excelled, as well as areas for improvement. It's important to be honest and respectful in this feedback, as it can help the candidate grow and improve in their future job searches.

Conclusion

In summary, a good interviewer is objective, empathetic, and thorough in their evaluation of candidates. They have strong active listening skills and the ability to read between the lines. They also have a structured approach to interviewing and ask the right questions, while avoiding leading or illegal questions. A good interviewer also provides a positive interview experience and gives constructive feedback to candidates. By incorporating these techniques, aspiring hiring managers can improve their interviewing skills and find the best fit for their company.

How Hume Can Help

Hume is a powerful tool for hiring teams looking to improve their interviewing process. By recording, transcribing, and summarizing interviews, Hume provides a wealth of objective data for hiring teams to analyze and use to make informed hiring decisions.

In addition to providing valuable insights about candidates, Hume can also be used to train and improve the skills of hiring managers and interviewers. By analyzing recorded interviews, teams can identify areas for improvement and use Hume's tools to hone their interviewing techniques.

Overall, Hume streamlines the interview process and helps teams move faster while making more informed and objective decisions about candidates. By leveraging Hume's capabilities, hiring teams can unlock the full potential of their interview process and find the best fit for their company.

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Join the talent teams loving Aspect.

Imagine transforming every interview into a strategic advantage. Dive deep into every conversation, free from the distraction of note-taking. This isn't just wishful thinking – with Aspect, it's how you'll redefine your hiring process.