A successful recruitment process relies on careful preparation and a rigorous sequence of steps, much like a well-mastered recipe. Having explored how to write an effective job posting and select the right resumes in our two previous articles, we now focus on a crucial phase: the job interview.

While the initial stages follow a clear, structured sequence, the job interview often requires flexibility and real-time adjustments. A recruitment process may include one or more interviews that aim to cover three essential dimensions: validating technical skills, assessing soft skills, and addressing administrative aspects. Additionally, recruiters need to know how to adapt to the candidate, adjusting their approach according to the information gathered.

Hence our 10 key tips are not meant to be followed as a rigid guide but rather as focus points to help conduct an effective and well-structured job interview.

Throughout this article, reference is made to “the candidate,” but as with any recruitment advert, this term encompasses all gender identities.

1. Put the Candidate at Ease during the Job Interview

Seemingly simple, this first tip can have a significant impact. Your priority should be to both reveal the candidate’s true personality and provide a positive experience that strengthens their desire to join your team if selected.

There are a number of things you can do to put the candidate at ease throughout the interview. However, make sure you follow these basic rules:

• Welcome the professional as you would a prospect or client: a warm welcome helps mitigate potential stress and fosters mutual respect.
• Introduce yourself and outline the interview process: providing a clear framework reassures candidates and facilitates communication.
• Thank the candidate for their time and availability: this shows your appreciation for their commitment.
• Clarify that there are no right or wrong answers: this encourages authenticity and transparency.

2. Separate the Technical Skills Assessment from the Interview

Validating technical skills requires the presence of an expert—typically the future manager—who has sufficient knowledge to pose relevant questions about the experiences listed on the candidate’s resume.

In this phase, the goal is to focus on the descriptions of the various positions held and to verify technical abilities through precise inquiries rather than to explore the candidate’s career underlying motivations. The manager should ask in-depth questions to evaluate each skill accurately and enable the applicant to illustrate them.

The breakdown of speaking time should therefore be 60% for the manager and 40% for the candidate. However, this balance is not ideal to fully discover the candidate’s profile and personality, which is why we recommend devoting an entire interview to this phase.

If you do not have the opportunity to schedule several interviews, we suggest that you clearly indicate the different phases of the interview, distinguishing between the candidate’s presentation and a more in-depth examination of the technical skills.

3. Separate the Soft Skills Assessment from the Interview

Unlike the validation of technical skills, the assessment of soft skills requires the candidate to express themselves for around 80% of the time. This is because personal skills are subjective and the way in which it manifests themself varies according to character and type of profession.

This observation is reinforced by the fact that the assessment of behavioural skills is often based on self-assessment, and we are not all equal when it comes to judging our own personality.

Therefore, in this phase:

• Encourage self-expression: ask open-ended questions to reveal personality traits and motivations.
• Practice active listening: let the candidate elaborate on their responses without interruption.

4. Avoid Answering for the Candidate

Interviewers often feel tempted to guide candidates toward the “correct” answer. However, this does no-one any favours: it benefits neither the company, which risks having a biased perception of the candidate, nor the candidate, who finds himself in an uncomfortable situation that could compromise his chances in the long term.

To avoid this pitfall:

• Respect silence: give candidates time to organize their thoughts.
• Observe reactions: how a candidate handles complex questions is a key indicator of their competencies.

5. Verify a Skill with an Experienced Example

In an interview, it is essential to seek concrete evidence of the candidate’s abilities. Without tangible examples, you risk relying solely on verbal claims.

To validate skills effectively:

• Request specific examples: “Can you describe a situation where you had to resolve a conflict?”
• Analyze the language used: vague phrases like “I usually” or “I tend to” should prompt you to request more details.

6. Identify the Conditions for the Candidate to Thrive

For a candidate to excel, it implies not only that the tasks correspond to their professional skills, but also that their working environment is appropriate, in terms of framework, colleagues, management style and opportunities for development, among other factors. Identifying these optimal conditions helps ensure long-term job satisfaction and performance.

The list of criteria is extensive, but don’t worry: you will not have to deal with every single one. In fact, the technical skills validation and personal skills assessment phases should already have enabled you to identify the candidate’s strengths and, consequently, the ideal conditions for them to thrive in their job.

If uncertainties remain, ask open-ended questions to clarify the candidate’s ideal working conditions.

7. Identify Situations That Could Cause Discomfort

While candidates naturally highlight their strengths during an interview, it is equally important to identify circumstances that may cause discomfort or hinder performance.

However, there is nothing wrong with having areas for improvement; interesting is to understand whether the candidate is aware of these aspects and knows how to tackle them to make progress:

• Approach these inquiries with a positive mindset: “We all have situations that challenge us…”
• Explore key work environment factors: tasks, personalities, situations, and management styles.

8. Avoid Discriminatory or Private Questions

This eighth piece of advice may seem obvious, as these subjects are protected by law and have no connection with the assessment of professional skills. That said, a professional’s career is often influenced by choices made in their private sphere, and it can be tempting, even with the best of intentions, to ask a personal question to clarify a career choice.

Let’s be clear: no matter how well-intentioned you may be, private matters should be avoided. Firstly, to respect the legal and ethical framework. Secondly, it can also quickly put the candidate in an uncomfortable situation, which goes against our first piece of advice.

Stay within professional boundaries:

• Avoid personal questions: marital status, health, religious beliefs, family, etc.
• Focus on competencies and experience: ask questions directly related to the role.
• Focus on the objective of your question: instead of asking ‘Do you have children? – prefer: ‘Are you available for business travel?’

9. Allow Time for Candidate Questions

An interview is a two-way exchange. Gone are the days when the employer held exclusive power, and applicants were content to welcome the opportunity to introduce themselves. Today, the job interview is a chance for both parties to get to know each other better. To use the metaphor from our previous article: it’s a bit like a first date.

Providing candidates the opportunity to ask questions demonstrates your openness and offers valuable insights into their priorities and motivations:

• Evaluate the candidate’s interest: the questions they ask can reveal their enthusiasm and understanding of the role.
• Validate the candidate’s profile: their questions may confirm or challenge your assessment of their competencies.

10. Structure and Conclude the Interview Clearly

A well-structured and well-executed job interview is crucial to ensuring quality recruitment. Just like in the kitchen, each stage – from preparation to the final touches – plays a key role in the result:

• Manage time effectively: allocate sufficient time for each interview segment.
• Conclude the interview: as the interview draws to a close, it is important that all parties know what to expect in the next stages.
• Confirm mutual interest: by asking the candidate to express their continued interest the following day, you emphasise the reciprocity of the process.

Final Thoughts: Craft Your Own Recipe for Success

By adopting a structured yet flexible approach, job interviews become more than a mere formality; they are a valuable opportunity to truly understand a candidate. Following these 10 tips will help you gather critical insights into technical and behavioral skills while capturing each candidate’s personality and potential.

Beyond evaluation, a well-conducted interview enhances your employer brand. By adopting a caring and professional attitude, you foster a climate of trust that encourages candidates to present their authentic selves. This positive and respectful attitude not only helps to identify the most suitable profiles, but also leaves a favourable impression, even with unsuccessful candidates. This will reinforce your organization’s attractiveness in the job market.

To sum up, conducting an effective interview is not about rigid scripts but balancing preparation, adaptability and meaningful dialogue. These 10 tips will guide you in structuring your interviews while allowing room for human interaction. By doing so, you go beyond recruiting skills—you cultivate genuine, lasting relationships that drive collective success.

In our experience, business is best when those involved are committed to it. If you want to make the most of job interviews and provide an excellent experience for all candidates, do not hesitate to contact our HR experts to develop a people-centred HR approach.