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Management Interview Questions and Tips

An interview is the best opportunity for hiring managers to have an in-depth focused conversation with prospective candidates. While it is the crucial element of the hiring process, it is also an opportunity for candidates to find out more about the organization and job profile to see if it matches their requirements.

Interviews are intended to help managers identify the best matches for the job. But given the time constraints and shortage of skills, managers and recruiters find it challenging to find the right fit for the job within the defined timeframe. While it is tempting to resort to shortcuts in conducting interviews, doing so may result in bad hires. And as everyone knows, wrong hires can cost businesses millions of dollars annually.

Many recruiters or managers also tend to conduct open, unstructured interviews that are flawed and end up making wrong hires.


Structure the interview: Studies show that structured interviews are better predictors of a job performance success of a candidate as compared to unstructured interviews. The latter type of interview is open to selection bias and prejudices. Many studies also show that recruiters tend to hire people who are similar to them.

It is also possible that unconscious bias in terms of gender, race or economic status act as influencers in the selection process. A structured interview, on the other hand, is designed to eliminate such bias by being objective, consistent and factual.

Prepare well: As an interviewer, it is important to thoroughly understand the job requirements as well as the core strengths or skills that the job needs. While it may not be possible to find 100% matches for every job, when the interviewer knows which core skills are critical to the job, he or she can filter the candidates in a better way.

Be positive: Many managers tend to project a negative image of the job or the company. Since every potential candidate is also the potential customer of the business, it is important to project a positive image of the business or company. Choose a nonthreatening ambience and project positive and pleasant image of the job and the company’s culture.

Listen: The 80-20 rule states that the interviewer should talk only 20% of the time while letting the candidate talk the rest of the time. Taking time to note the body language, communication skills and attitude of the candidate will help managers make better choices.

Related Article: Why Recruiters Should Switch Over To Video Interviews

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