Why is conducting an interview key to successful recruitment?
Did you know that up to 46% of newly hired employees fail within the first 18 months?
Job interview preparation for employers
Job analysis and defining competencies
From my experience it is crucial to start with a detailed analysis of the job position. Distinguishing between hard skills — for example technical knowledge, certifications, software proficiency — and soft skills, such as communication, teamwork or flexibility, is essential for objective evaluation. At COREDO.jobs we have developed competency matrices that allow clearly defining required abilities and comparing applicants based on measurable criteria. For example, for managerial positions in banking we emphasize analytical skills, leadership and the ability to manage change, while in the woodworking industry priority is given to precision, manual dexterity and teamwork.
Preparing questions for the job interview
Experts at COREDO.jobs recommend combining open, closed, behavioral and situational questions.
Behavioral questions like “Describe a situation when you had to quickly resolve a conflict in a team” reveal not only skills but also the candidate’s values. Motivational questions, for example “What motivates you to change jobs?”, help understand the candidate’s aspirations and their fit with company culture. It is recommended to avoid questions that could be discriminatory or illegal.
Technical preparation and environment setup
COREDO.jobs practice confirms that a quality candidate experience starts with the choice of place and time of the interview. For online interviews it is important to ensure a stable connection, appropriate lighting and prepared materials. The interviewer should be familiar with the candidate’s resume and have a prepared evaluation form that facilitates objective assessment.
How to properly structure an interview for managers?
Introductory phase – Creating a favorable atmosphere
Our case studies show that the first minutes of the interview determine whether the candidate will perform at their best. I recommend starting with a welcome, establishing rapport and a brief explanation of the interview’s purpose. Reducing the candidate’s stress is possible through assertive communication that combines professionalism with empathy. This increases the candidate experience and the likelihood of open information exchange.
Main part – In-depth questions and active listening
In this phase it is appropriate to ask questions from general to specific, use the STAR method and actively listen to the answers.
Taking notes during the interview helps capture key moments and facilitates subsequent evaluation. Based on the answers you can estimate the candidate’s potential for the given position and long-term development.
Candidate question phase – How to prepare for unexpected questions
Candidates often ask questions about salary terms, growth opportunities or company culture. It is recommended to answer openly, specifically and in accordance with company policy.
At COREDO.jobs we have observed that quality answers to candidates’ questions increase their engagement and motivation.
Closing phase – Clear communication and next steps
At the end of the interview I recommend summarizing the key points, explaining the next steps in the process and providing a timeframe for the decision. A professional farewell and clear communication of feedback are important for building long-term relationships with candidates.
Interview questions
Questions about hard skills (Hard Skills)
When evaluating hard skills I recommend asking technical questions specific to the position, verifying certifications and education, assigning practical tasks or case studies. For example, in mechanical engineering we verify knowledge of technical standards, in IT the ability to work with specific programming languages.
Questions on soft skills (Soft Skills)
We assess soft skills using questions about communication, teamwork, conflict resolution or adaptability.
We interpret answers based on specific examples and the ability to reflect on one’s own role.
Behavioral questions – The STAR method in practice
The STAR method allows the candidate to describe specific situations, tasks, actions, and results.
Quality answers are specific, logically structured, and include measurable results. At COREDO.jobs we have found that this approach can reveal dishonesty or fabricated stories.
Motivational questions – Understanding the candidate’s aspirations
Questions about career goals, motivation, and values help determine whether the candidate will fit into the company culture and has potential for long-term growth. For example: „What are your professional ambitions for the next five years?“ In a laboratory or pharmaceutical company it is important to verify the motivation for further education and innovation.
How to evaluate candidates objectively
Structured evaluation forms and competency matrices
A competency matrix facilitates comparison of multiple candidates on the same criteria and minimizes subjective influences. For different positions we create specific forms that reflect the requirements of the field.
Psychometric tests and psychological testing
Psychometric tests (personality, intelligence, motivational) complement the interview and provide a more comprehensive picture of the candidate. I recommend using them especially for managerial and specialized positions. We combine test results with the interview to increase selection accuracy.
Eliminating prejudices and bias – Objective evaluation
At COREDO.jobs we regularly train HR professionals in eliminating bias and objective evaluation. Blind review processes help increase the fairness of selection.
Data-driven interviewing – Metrics and KPIs
Analyzing the effectiveness of different questions and methods enables continuous improvement of the process. At COREDO.jobs we use data to optimize selection procedures and benchmark against industry standards.
Assertive and empathetic communication in conducting interviews
Assertive communication – How to conduct an interview with authority
Assertive communication means clear, direct, and respectful expression. The interviewer should maintain a firm stance, control vocal volume, and avoid manipulation or lies. At COREDO.jobs we emphasize training interviewers’ communication skills.
Empathy and active listening
Active listening techniques include verbal and non-verbal signals of understanding, reflecting the candidate’s emotions, and the ability to balance professionalism with humanity. Empathy increases the candidate experience and encourages open communication.
How to conduct an interview that is both assertive and empathetic
Practical examples show that even in situations of candidate stress or emotion you can maintain trust without losing control. It is recommended to respond calmly, offer support, and at the same time clearly define expectations. This increases candidate engagement and strengthens company culture.
Risk management and mistakes in recruitment
Common interview mistakes and how to avoid them
A structured interview, thorough preparation, and objective evaluation are recommended. Too short an interview or insufficient preparation increase the risk of a poor hiring decision.
Reference verification and reference check
Contacting references is important for verifying information about the candidate. Key questions concern performance, reliability, and collaboration. Interpreting answers requires critical thinking and respect for data protection.
Recruitment legislation – Legal aspects of conducting interviews
It is recommended to avoid discriminatory questions, comply with personal data protection, and document the entire process. The risks of legal disputes can be minimized by transparent communication and respecting legislation.
Modern trends in recruitment
Artificial intelligence in HR – Automation and analysis
Artificial intelligence (AI) enables automating candidate pre-selection, analyzing CVs, and scoring applicants according to objective criteria. Video interviews with AI analysis help identify non-verbal signals and predict candidate success.
Digital tools and platforms for recruitment
At COREDO.jobs we use ATS (Applicant Tracking Systems), online platforms for video interviews, and psychometric testing tools. Integration with HR systems enables efficient scaling of the recruitment process and rapid filling of vacancies.
Scaling recruitment in a growing company
Process standardization, interviewer training, and delegation of responsibilities are key to maintaining quality during increased recruitment volume. In the case of a construction company, thanks to process optimization we managed to fill dozens of positions within a few days without lowering selection quality.
Company culture and recruitment: long-term benefits
How to build company culture in the long term through the recruitment process
Selecting candidates who align with the company’s values has a crucial impact on long-term retention and team collaboration. The interview is an opportunity to signal company culture and verify the candidate’s fit with the team.
Employer Branding – Building the employer brand
Attractive employer branding increases the quality of candidates and facilitates recruitment. Active communication on social media, in the media, and involving employees as company ambassadors is recommended.
Candidate Experience – The applicant’s experience of the recruitment process
Every contact with a candidate is important. Transparent communication, feedback after the interview, and building long-term relationships increase the company’s reputation in the labor market.
Onboarding – From selection to integration
Successful onboarding begins already during the interview. The first days and weeks of a new employee influence their productivity and engagement. I recommend measuring success using retention rate and feedback from new employees.
How to measure ROI in the recruitment process
Key metrics and KPIs in recruitment
Time-to-hire, cost-per-hire, quality-of-hire, retention rate and employee engagement are basic metrics for evaluating the effectiveness of job interviews. At COREDO.jobs we regularly analyze this data and optimize processes based on the results.
Calculating ROI in the recruitment process
ROI in HR includes the costs of recruiters, tools, managers’ time, and benefits in the form of productivity, retention, and work quality. I recommend using industry benchmarking and regularly evaluating return on investment.
Analysis and continuous improvement
Tracking the performance of new employees, correlations between questions and long-term success, and identifying the most successful interviewers and methods enables iterative improvement of the process. Post-interview feedback is crucial for increasing the quality of recruitment.
Article conclusion
A structured approach to conducting a job interview increases the quality of hiring, minimizes the risks of poor selection, and supports the long-term development of corporate culture. The combination of assessing both technical and soft skills, objective selection methods, and continuous measurement of results enables achieving a higher return on investment in HR. I recommend starting to implement structured interviews in the next recruitment and monitoring improvements in candidate quality.
