Before you start reading this post, I want you to google this phrase - "Interviewing techniques" What did you find? Did you notice any common pattern? If you look closely at the search results then almost all of them cater to candidates. How should they prepare for the interview and what strategy should they adopt to ace their interview? All these questions are addressed there with adornments like Tips & Tricks.

The daunting problem I have with it is its highly skewed searched results. The results have not mentioned anything related to interviewer’s side. This prompt me to mull over the fact that we all have engraved this very belief that the interview is highly driven by candidates skills and their performance.

But on the path of having a successful interview process, we all have somehow forgotten the onus that should be on the interviewer. Having a perfect interview round is a two-way process. An equal contribution has to be made by both interviewee and the interviewer.

Taking the discussion further we will share some helpful insights on interviewing techniques from the perspective of the interviewer.

Sufficient preparation

You certainly don’t expect a candidate to come unprepared for the interview. It is worth to note that the same applies to the interviewers as well. If you don't know what specific traits the job requires and what are the must have skills then the interview would be bound to go bad. Experienced interviewers are well aware of this possible outcome of their lack of preparation and they make sure to devote enough time on the job description and the profile of the candidate.

Preparation is a must for interviewers because they are the ones who could miss out on a good hire.

The first impression

“It is sometimes difficult to get rid of the first impression.” Experienced interviewers know this phenomenon and they always make sure not to let the candidate’s first impression distort the skill evaluation. They wait until the end of the interview and carefully assess the technical skills of the candidate. This makes sense because there are numerous reasons behind the candidate’s poor impression. Nervousness is, of course, one of the major causes.

A wrong impression also leads to the irrational quick decision by the interviewer. This should be strictly avoided, as taking interviews is not a race. It is always better to make a habit to write down the feedback of each interview and give ratings to each skill individually. For example, the rating of coding skills should not be affected by the communication skills of the candidate.

Learning capability of candidate

Expert interviewers don’t prefer to chase after the perfect candidate. Finding a candidate who fulfils each and every requirement on the job description is impractical. Instead, they look for candidates who have great learning capability.

Let’s take an example, a company needs Front-end developer with the add-on of ReactJS. Now, the interviewer finds a great developer with excellent knowledge of Javascript, but he doesn’t know ReactJS. Obviously, the wise thing to do is to hire the guy and give him some time to get used to ReactJS. Given the strong grasp on Javascript, he could easily learn ReactJS in a few days.

Follow-up questions

One aspect that distinguishes between the good and great interviewer is the practice of asking follow-up questions. In fact, I've written one detailed article on it. Importance of follow-up questions. It also shares the methods that an interviewer has to adopt to successfully implement this interviewing strategy.