1. Prepare a structured interview: Define the key competencies and qualities you are looking for in a candidate. Create a list of questions that assess these qualities and align with the job requirements. Having a structured interview process helps ensure consistency and fairness.

2. Review the candidate’s application materials: Familiarise yourself with the candidate’s CV, cover letter, and any other relevant documents. Identify areas that need clarification or elaboration, and prepare targeted questions based on their background.

3. Create a welcoming environment: Make the candidate feel comfortable and at ease during the interview. Begin with a friendly introduction and provide an overview of the interview process. Offer them an opportunity to ask questions throughout the interview.

4. Use behavioural based questions: Ask questions that require candidates to provide specific examples of their past experiences, behaviours, and actions. This helps assess their skills, problem-solving abilities, and compatibility with the role. Use the STAR method to guide their responses (Situation, Task, Action, Result).

5. Active listening: Pay close attention to the candidate’s answers, non-verbal cues, and tone of voice. Take notes to help you remember key points later. Encourage candidates to provide comprehensive answers and ask follow-up questions to delve deeper into their experiences.

6. Assess cultural fit: In addition to skills and qualifications, evaluate how well the candidate aligns with your company’s culture, values, and team dynamics. Consider asking situational questions to gauge how they handle common workplace scenarios.

7. Provide a clear overview of the role and company: Briefly describe the position, its responsibilities, and the team structure. Discuss the company’s mission, values, and any recent developments to give candidates a better understanding of the organisation.

8. Allow time for candidate questions: Provide candidates with an opportunity to ask questions about the role, team, company culture, or any other relevant topics. Their questions can provide insights into their level of interest and engagement.

9. Take thorough notes: Document key points, strengths, weaknesses, and any outstanding questions or concerns. These notes will be helpful for reference when comparing candidates and making a final decision.

10. Communicate next steps: Inform candidates about the next steps in the hiring process, including timelines and when they can expect to hear back from you. Provide a point of contact for any follow-up questions they may have.

Remember, it’s essential to approach interviews with a fair and unbiased mindset, giving each candidate a fair chance to showcase their skills and experiences. By following these tips, you can conduct effective interviews that help you identify the best-fit candidates for your organisation.