An interview is not just about asking questions and getting answers. An interview should be a detailed process of getting to know someone better. The person you are interviewing should feel comfortable speaking openly with you so that you can get the most out of the interview. Here are some tips on how to start an interview as the interviewer script:
How To Start An Interview As The Interviewer Script?
Make a plan
Before you even sit down at the table, you should have a plan for the flow of the interview. This doesn’t mean you should script every line of questioning word for word, but you should have an idea of how many different topics you want to cover and how long you want each topic to take up. Your plan might look something like this: – First impressions – 5 minutes – Soft skills – 10 minutes – Behavioral questions – 15 minutes – Closing – 5 minutes It helps to think of the interview as a conversation between you and your interviewee. You’re both trying to get to know each other, and there are certain topics that always come up in conversation. These are typically the “soft skills” like the ability to work well with others, time management, and analytical skills. You know you’ll have to ask questions about these topics, so you might as well decide in advance which ones you want to prioritize.
Set the tone
This is one of the most important things to do when starting an interview as the interviewer script. You want to set the tone for a positive, collaborative exchange, and this can be hard to do in an interview that is all about assessing and ranking a candidate’s skills. The trick is to give the interviewee the chance to show you who they really are without putting any pressure on them to perform. Start the interview with a few easy questions that don’t require much thought. This can help the interviewee to relax and set the stage for a more creative exchange. Once you’ve asked a few warm-up questions, you can get into the meat of the interview, which will put you both on a level playing field. You can ask about the candidate’s experience, skills, and how they would approach the job if they were hired. The more you know about what the interviewee can offer, the more you can tailor the rest of the interview to their strengths. If you set the tone with a few easy questions up front, you will make it easier for the interviewee to relax and show you who they really are. You’ll have a better sense of their strengths and weaknesses, and you can end the interview on a positive note, too.
Don’t be afraid to start with small talk
As we mentioned above, it’s a good idea to start the interview with a few easy questions. So what do you ask? Well, there’s no one right answer, but you should try to avoid the “so tell me about yourself” question, which is cliché and can be hard to answer without sounding like a monologue. For example, if you’re interviewing for a social media position, ask about the last viral or controversial campaign the interviewee has worked on. If you’re interviewing for an accounting job, ask about the craziest financial situation the interviewee has ever had to deal with. If you’re interviewing for a sales position, ask about the weirdest customer the interviewee has ever had. And if you’re interviewing for a client services position, ask about the strangest thing the interviewee
has ever fielded a customer service call about.
Ask the Basics
Before you get into the meat of the interview, ask the basics like the interviewee’s name, position, and how long they’ve been with the company. You also want to ask about the interviewee’s role in the company and what they hope to accomplish during the interview. This will help the interviewee open up and talk to you more easily. You can also ask if there is anything specific the interviewee wants you to talk about or if they have any questions for you.
Check for Body Language
Body language is a great way to get a sense of how comfortable the interviewee is during the interview. If they are leaning back in their chair, crossing their arms, or avoiding eye contact, they are probably feeling anxious. If they are sitting up straight, making eye contact, and fidgeting (in a good way), they are probably feeling relaxed and open to talking. If the interviewee seems uncomfortable at any point, you can ask them if there is anything you can do to make them more comfortable.
Ask the hard questions early
There are certain questions that come with a lot of baggage, and they are tricky to ask near the end of an interview. You don’t want to give the candidate the impression that you’re just trying to catch them out, but you also want to make sure you cover these topics. So if you’ve waited until the end of the interview to ask these questions, you run the risk of ticking the candidate off. So ask these questions early. This is your chance to find out if the candidate has a criminal record or if they have a tendency to be late to meetings. You don’t have to wait until the end of the interview to ask these questions. In fact, asking them early will show the candidate that you are straightforward and direct. It’s also a good way to figure out if the candidate is being honest with you.
Bring the interviewee along with you
One of the best interview tips is to get the interviewee to do some of the work for you. The trick here is not to make it look like you’re trying to trick the candidate or trick them into saying something that will knock them out of the running. Instead, you want to ask your questions in such a way that the interviewee is helping to sell themselves to you. Let’s say you’re interviewing for a customer services position. You’ve asked the candidate to outline their experience and they’ve gotten to the part where they explain their proudest moment. Instead of just letting them finish their story, look them in the eye, give them a firm handshake, and thank them for their time, take that proud moment and turn it into a question. Ask the candidate to tell you about the proudest moment they’ve ever had in any job they’ve ever had.
Ask for the job at the end
If you’ve followed the tips above, you should have a pretty good idea of whether the candidate is right for the job. Now is your chance to make the offer. Rather than waiting until the end of the interview and asking the candidate if they have any questions, offer the job at the end of the interview. There are two main reasons for this. First, it will show the candidate how serious you are about hiring them. Second, it will give you an opportunity to close the interview on a high note. Show the candidate that you’re committed to hiring them, and you’ll make the rest of the hiring process a whole lot easier.
Interviewing is a two-way street, and the best interviewers know how to end an interview on a high note. The best way to do this is to thank the candidate for their time and for sharing their expertise with you. You can also ask for feedback on the interview process, which will help you to improve your interviewing skills for future candidates. When you start an interview as the interviewer script, you’re going to find that you come across as more professional and less intimidating.
What does a script look like?
A script should be organized and easy to read. It should also be around two pages long. It is also a good idea to make sure you have a few questions that are unique for each interviewee.
Do I get the information for my script?
You can ask the interviewee for a copy of their resume, talk to someone who knows them well, or search online for information about them if it is available.
What if I come up with more questions during the interview?
It’s perfectly fine to go off-script during an interview as long as you remember to go back and ask your scripted questions before the end of the interview!