Face-to-Face Interviewing

A face-to-face interview is generally the final step in the interview process if the role is located at a particular office or will be a hybrid arrangement where the employee works in the office for part of the week. In theory, a candidate who has made it this far is qualified on paper. From the standpoint of the interviewer, the objective is to determine which one of a short list of candidates is the best choice.

After preliminary interviews are completed, HR can provide the hiring manager with a set of promising applicants who have the skills, credentials, and background to fit the manager’s needs. Now the hiring manager can sit down with each candidate and get to know them through a personal interview. Often, hiring managers will conduct a second interview after narrowing down their options to just a few candidates. They may also include other team members in the interviewing process and/or conduct tests to determine whether candidates have the level of technical skill they need for the job.

It takes some skill and knowledge to interview a job applicant effectively. It’s important to do the job right, though, because the costs of hiring someone are substantial, and many hires leave within one year. Some effective interviewing techniques include the following:

• Planning and preparation. Before starting an interview, it’s important for a manager to have read the applicant’s resume, prepared questions, and know what he wants to learn during the interview. It’s also helpful to set a time limit for the interview.
• Understanding the job. In some cases, managers don’t have direct experience doing the job for which they’re hiring. When that happens, it’s important for the manager to talk with people who are doing the job now as well as direct supervisors and teammates. What are the most important qualities, skills, and qualifications required for the job? Are there specific situations for which the new hire should be prepared? Knowing about the job makes it easier to ask the right questions.
• Connecting with the applicant. Most people are nervous at job interviews, and it’s important to set the applicant at ease. Instead of just saying “Don’t be nervous,” good managers spend some time chatting with the candidate and explaining the interview process.
• Active listening. Managers want to learn about the candidate, so active listening is very important. Managers need to show that they’re interested by nodding, asking follow-up questions, smiling, or otherwise using body language to encourage the candidate to share more information.