The document outlines nine essential interviewing tips to help interviewers effectively evaluate candidates and improve hiring outcomes. Key advice includes avoiding biased first impressions, understanding candidates' motivations, and using pre-employment skills testing to save time. By implementing these strategies, interviewers can enhance their decision-making and identify top performers more efficiently.

1. 9 Interviewing Tips Every
Interviewer Needs To Know
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2.  Large organizations usually own a team of experts that work hard
and put a lot of research to set the interview process.
 The well-structured interview processes help them evaluate
various metrics and hire the desired candidate, but smaller
companies usually lack this amount of time, resources, and
research.
 For SMEs hiring is mostly a seasonal activity and the onus of hiring
the right person lies on the hiring manager and his hiring team.
 Beware! An unstructured interview can lead to subjective
evaluation based on biases and first impressions.
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3.  A personal interview remains the most important part of hiring.
 Hence, it is very crucial shaping the interview in a way that helps
you find the right fit for the job and your team.
 Here are 9 interviewing tips to master the art of interviewing that
will help you in overcoming your hiring challenges.
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4. 1. Find if candidate is a Job Fit
 Ask the candidate how he or she would solve a realistic job-
related problem.
 Then get into a give-and-take discussion with the objective of
understanding the process the person would use to solve the
problem.
See if the person is able to understand the problem well and dig
out the details of the approach the person uses to solve the
problem.
 The best people in any job function have the ability to visualize a
solution to a problem before they begin implementing it.
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2. Find the candidate’s true motivation for this Job
 Ask what the person is looking for in a new job and why those
factors are important.
 The candidate’s true motivation for the job should be a potential
career move and not just a compensation hike.
 In order to hire the best candidates, you must position your job
as a combination of job stretch, job growth, and a modest
compensation increase.

6. 3. Don’t ask out-dated questions
 The days are gone when managers judged candidates with
outdated questions like “What is your biggest weakness?” and
outlandish questions like “which animal spirit are you?”
 Do these questions seriously judge candidate, with these off–
center or outdated questions how can you find out if the candidate
can actually do the job?
 Sadly, your favorite questions are very well-rehearsed and will
hardly reveal much about the real capabilities of the candidates.
Even the much-loved curve-ball questions have little or nothing to
do with whether the person across the desk from you is a great hire.
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7. 4. Try to know if a candidate is a quick learner?
 The best hires learn quickly and become productive at a very early
stage.
 It is very important to know how much time the new candidate will
take to acclimatize to the new roles and responsibilities and starts
taking on work challenges.
Here you can frame questions based on:
• Incidence where she has sought out more responsibility out of her
comfort zone.
• Assigned any difficult technical or business problems before her
peers.
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8. • Biggest accomplishment achieved with the least amount of skills
and experience.
 Look for how the person learned new skills, overcame problems,
made difficult decisions and achieved challenging results.
 The answers to such behavioral questions will help you
determine whether the candidate is a quick learner and becomes
productive in the least of time.
 Collectively, this is a great indicator of how deep and fast a
person can learn and achieve.
 High-potential candidates get more done with less experience &
master whatever skills are required faster than their peer group.
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5. Find out if the candidate is a Go-getter?
 During the interview, look for candidates who have the achiever
pattern.
 Here you can look for some clues such as rapid promotions, being
assigned to difficult projects ahead of their peers, any special
recognition for extraordinary efforts etc are all signs of performers.
 Questions you can frame here:
- Any chance to work with the senior management
- Assigned any leadership roles in multi-functional teams
- Any awards or recognitions etc.

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6. Ask about most significant accomplishment
 Ask the candidate about what he considers his most significant
accomplishment so far; let him describe his team & his role.
 See if the candidate implements a logical process of figuring out
the current situation and what he needed to do to get to the end
goal.
 Carefully dig out how he figured out the problem and put a plan
together.
 The finer details of his story would clearly indicate the
candidate’s ability and potential.

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7. Don’t base your hiring decisions on first impressions or intuitions
 If you go by first impressions you may end up hiring people who
make great first impressions but are not competent.
 You can miss hiring top performers who are temporarily
nervous or don’t meet your expectations of friendliness and
appearance.
 Hence, force yourself to delay any possible yes or no decision
until you review the person in-depth.

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8. Candidate Experience
 The best candidates also evaluate you during the interview.
 They assess the vision & quality of the hiring manager, the team
they will be working with, culture, compensation, benefits and the
job with respect to their career path.
 As a result, everyone that participates in the interviewing process
should devote some time to address these topics, sell the
opportunity, and ensure that the candidate experience is a good
one for the interviewee.

13. See what does Talent Trends Survey conducted on over 20, 000
Talent Professionals reveals about candidate experience during
interview:
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9. Save your Time, Use Pre-employment Skills Testing
 Lots of your interviewing time can be saved with pre-hire skills
assessment that can evaluate the candidates skills.
 Choose reliable assessment software that can filter applicants
quickly based your desired skills.
 This way you get to spend your time talking to the right
candidates during the interview.

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Conclusion:
 Your judgment of candidate as right-fit & competent with
respect to the job is very crucial as it will decide the fate of the
candidate as well as the fate of your company.
 Try to implement these tips in your next interview and you
should be able to corroborate first impressions and hire the
top performers.
 With careful practice you will make a habit of taking more
reasonable hiring decisions.

16.  You can get in touch with us at support@interviewmocha.com
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