How to prepare for a job interview
The job interview does not only serve you as an employer to find suitable candidates. It is also a form of advertising for the company – after all, the course of the job interview is increasingly shared publicly on employer review platforms or various social media channels. In order for the interview to be successful, thorough preparation is essential. Of course, you should carefully read the applicant’s cover letter again beforehand, memorise the CV and prepare questions based on it. In addition, it is also a matter of creating structural conditions for the optimal job interview.
These conditions differ depending on whether the interview takes place remotely or on site. In the latter case, it is important to prepare a clean, well-ventilated room with enough chairs for all participants.
Go through the seating arrangement: For a job interview with three people, it is advisable to sit across a corner of the table. Otherwise, the situation resembles an exam too much. For a two-person interview, sitting opposite each other is fine. Also ensure that all necessary application documents as well as pen and notepad are available, that water, coffee and similar are provided, and that all participating colleagues are ready and prepared for the optimal job interview.
Conducting a successful job interview
Job interviews can be divided into five phases.
Phase one is the greeting – here, the first impression obviously counts.
Ensure a good start by creating a pleasant atmosphere and a gentle introduction, and by introducing yourself and, if applicable, your colleagues. This includes stating each person's role and area of responsibility. This clarifies why a colleague is present. Small talk is a good way to start the job interview. This helps reduce any nervousness on the part of the applicant. It is then helpful to outline the course of the interview before the actual optimal job interview begins.
Phase two is about the most important part: the interview.
The aim is to finish the interview with no unanswered questions and to know whether the applicant is a good fit for the company. There is the option of conducting an unstructured interview without a guideline, in which the evaluation is based on gut feeling. In contrast, a structured interview systematically follows a questionnaire. All applicants are asked the same questions in the same order. This enables a more objective assessment of all parties involved. In a structured job interview, you should ask questions based on a previously defined scheme, focusing on the competencies, strengths and weaknesses of the invited person – without making them feel interrogated. Ideally, you observe how the person behaves in specific situations. Set yourself apart from other companies by not asking standard questions and instead conducting a dialogue at eye level. Allow room for questions from your colleagues or the applicant, listen actively, be honest and follow up if necessary. To allow a direct comparison with other talents, you should ask all applicants the same questions, which can of course be expanded depending on the course of the conversation. Our downloadable interview guide helps you conduct an optimal job interview.
Leading the job interview: company presentation, follow-up questions and conclusion
If no questions remain, phase three is about presenting the company.
Remain honest and address current tasks, the position, challenges, departments, the team, future superiors, hierarchies and opportunities for further training. Information about the future workplace and colleagues should also not be omitted.
Next, in phase four, it is the applicant’s turn again – you should answer follow-up questions honestly and openly. This may include critical questions. Stay calm and take the time to provide suitable answers.
This brings the job interview to its end.
In phase five, inform the applicant about the further process: When can they expect feedback? What are the next steps? Also inform them when you would like to clarify formal and contractual details for the position. This includes the start date, weekly working hours, duration of employment and, if applicable, salary negotiations.
Following up the job interview
The next step is to evaluate the job interview.
The notes taken during the interview help here:
- Where are the potentials?
- What went particularly well, what didn’t, what may have even been a no-go?