Preparing a good job interview: keys to selecting the best candidates

Preparing a good job interview is key to making the right decisions in a recruitment process and offering a good experience.

When we think about job interviews, we often put ourselves in the candidate's shoes. But... what about the other side? Companies don't always spend as much time preparing for the interview as they do reviewing resumes. And this is a fairly common mistake.

An improvised interview often leads to doubts, bad decisions, and a sloppy experience, both for the company and for those involved in it.

Designing an interview with care does not mean making it complicated, but rather making it useful. Below, we review some key aspects that companies should take into account.

Be clear about the profile and duties before the job interview

Before starting any selection process, it is important for the company to take a moment to think about what it really needs. It is not just a matter of defining an ideal profile, but of understanding what duties this person will perform on a daily basis and what skills are essential for the position.

When this preliminary reflection is not clear, the interview ends up being confusing and difficult to focus, and this is evident in both the questions and the answers. Having a clear understanding of the objective of the position allows the interview to be conducted with greater judgment and consistency.

Approach the job interview as a conversation, not an interrogation

A good interview is neither an interrogation nor a questionnaire. The goal is to generate a conversation that helps you learn how the person works, how they deal with real situations, and how they have acted in previous experiences.

When questions are carefully thought out and tailored to the profile, the information obtained is much more useful than with generic or overly predictable questions. This approach facilitates a more realistic and useful assessment.

Create the right atmosphere during the job interview

The environment in which the interview takes place has a significant influence on the outcome. If the person feels overly judged or uncomfortable, they will find it difficult to show their full potential.

A friendly tone, a listening attitude, and a brief explanation of how the meeting will unfold help to build trust and elicit more sincere and natural responses. In addition, the atmosphere of the interview says a lot about the internal culture of the company and its way of understanding people.

Assessing skills beyond the resume

The resume is a starting point, but it should not be the only element of assessment.

During the interview, aspects that cannot be reflected in a document come to light, such as communication skills, attitude, motivation, and fit with the team.

These factors are often decisive in ensuring that a new hire works out in the long term and contributes positively to the project.

Establish clear criteria for selecting candidates

To ensure a fair and consistent recruitment process, it is necessary to go beyond personal impressions. Having clear criteria and comparing each interview with the actual needs of the position helps to make more accurate and equitable decisions.

This approach also makes it easier to share assessments among those involved in the selection process.

End the interview by taking care of the experience

The interview does not end when you stop asking questions. The closing is a key moment to explain what the next steps will be and offer a realistic idea of the timelines.

Leaving room for the person to express doubts or concerns contributes to a more positive experience, even if they are not ultimately selected.

Preparing well for an interview not only helps the company make a better choice, it also allows the candidate to assess whether the project fits with what they are looking for.

A well-planned interview is, ultimately, a selection tool, but it is also a letter of introduction to the company and its way of understanding people.