Example response for question delving into Interviewing with the key points that need to be covered in an effective response. Customize this to your own experience with concrete examples and evidence

•  Preparation: Before conducting interviews, I thoroughly review the job description and requirements to understand the role. I create a structured interview plan with a list of relevant questions
•  Establishing Rapport: To create a comfortable environment, I greet candidates warmly and introduce myself. I explain the interview process, its purpose, and assure confidentiality
•  Probing Skills & Experience: I ask open-ended questions to assess candidates' skills and experience related to the job. I delve into their previous roles, responsibilities, achievements, and challenges
•  Behavioral Questions: I use behavioral questions to understand how candidates have handled specific situations in the past. This helps evaluate their problem-solving, communication, and decision-making abilities
•  Technical Competence: For technical roles, I include questions to assess candidates' knowledge and proficiency in relevant tools, software, or industry-specific concepts
•  Cultural Fit: I explore candidates' values, work style, and team dynamics preferences to ensure alignment with the company culture and existing team
•  Assessing Motivation: I inquire about candidates' career aspirations, their reasons for applying, and their interest in the company. This helps gauge their motivation and commitment
•  Candidate Questions: I provide candidates an opportunity to ask questions about the role, company, or team. This allows me to assess their curiosity, engagement, and understanding
•  Note-Taking: During the interview, I take concise notes to capture key points, candidate responses, and observations. This helps in evaluating and comparing candidates later
•  Closing the Interview: I summarize the interview, reiterate the next steps, and answer any remaining questions. I thank the candidate for their time and provide an estimated timeline for feedback
•  Evaluation & Decision-Making: After the interview, I review my notes, compare candidates against the job requirements, and rate their performance. I collaborate with the hiring team to make a well-informed decision

  What the Interviewer is trying to find out about you and your experiences through this question

•  Interviewing skills: Assessing my ability to effectively conduct interviews
•  Process knowledge: Evaluating my understanding of interview methodologies and techniques
•  Communication skills: Determining how well I can engage and communicate with candidates
•  Decision-making: Exploring my approach to evaluating candidates and making hiring decisions
•  Bias awareness: Checking if I am conscious of and actively mitigating any biases during interviews

  How to avoid some common minefields when answering this question in order to not raise any red flags

•  Lack of structure: Not having a clear interview process or framework in place
•  Bias: Showing any signs of bias or discrimination during the interview process
•  Inadequate preparation: Not researching the company or the role before the interview
•  Poor communication skills: Struggling to articulate thoughts or ideas clearly
•  Inability to listen: Not actively listening to the interviewer's questions or interrupting them

 Related

  Other questions asked for the Recruiter in Human Resources function. View details for the Recruiter here

• Tell me about your experience in recruiting.
• How do you source candidates for open positions?
• How do you assess candidate qualifications and fit for a role?
• What methods do you use to screen resumes?
• What questions do you typically ask during interviews?
• How do you evaluate a candidate's cultural fit within an organization?
• What steps do you take to ensure a positive candidate experience?
• How do you handle candidate rejections?
• What metrics do you use to measure recruiting success?
• How do you stay updated on current recruiting trends and best practices?
• Tell me about a time when you had to deal with a difficult hiring manager. How did you handle it?
• How do you ensure compliance with hiring laws and regulations?
• What applicant tracking systems have you used?
• How do you manage multiple open positions and prioritize your workload?
• Tell me about a successful recruitment campaign you led.
• How do you build and maintain relationships with external recruitment agencies?
• What strategies do you use to promote diversity and inclusion in the hiring process?
• How do you handle confidential candidate information?
• What strategies do you use to attract top talent?