November 28, 2025 • 12 mins
Join Manya Shukla’s show to learn about latest trends on HR and on Personal growth
This show is titled
‘’How to conduct the interview”
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This show is titled
‘’How to conduct the interview”
Radio.NewHeightsEducation.org
Info@NewHeightsEducation.org
Become a supporter of this podcast: https://www.spreaker.com/podcast/new-heights-show-on-education--4114185/support.
Mark as Played
Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:42):
Good evening everyone, Welcome to the New Heights Show on Education.
My name is Manya Shukla and you are with me
on the another episode of Empowering HR within the Workforce,
your go to podcasts for the ever evolving word of HR.
This podcast is the way of sharing insights on building
(01:03):
a more effective and efficient workforce. We're also focusing on
your personal growth. If you tune into our previous episode,
thank you so much for your support. We talked about
methods of performance evaluation. If you missed it, be sure
to check it out now. Almost everyone prepare for interviews.
(01:32):
We practice, we review our resumey, we review our cover letter.
We do every preparation to give our best. But today
I'm going to talk about what happens on the other
side of the table. Today, I'm going to talk about
how we should conduct a successful interview process. It might
(01:59):
sound a simple, but UH the interview process is also
is also representing the company in which you are in.
It is representing UH, It is representing the UH, the
entire the entire culture and how a candidate should should
(02:24):
take the perception of the company based on the the
process of the interview. So, in my opinion, I thought
that this is also something important that I should share
the insights on the same. So yes, today we are
going to talk about how as an interviewer we can
(02:46):
give our best to UH to conduct a successful interview process.
So number one is frame the interview style while keeping
in mind the number of interviews or the requirement of
the position. So decide on what kind of interview you
(03:08):
want to take, whether it is in person or virtual,
whether you want to take a group interview or a
panel interview. Now, for multiple openings, group interview is beneficial,
but for individual postings or for for higher positions, a
(03:32):
panel interview is good because it can give you it
can give multiple perspective while hiring. The second is prepare
and develop interview questions. For this, go through the job description,
understand the requirement and a good feit for for the
(03:54):
job and to be fair and consistent. You can start
with structured interview and later on you can mix it
with some situational and behavioral questions. Number three apply the
star interview technique while while designing the questions for the interview. Now,
(04:16):
STAR is the short form of like S stands for situation,
like a situation or a challenge. Task is an individual's task,
duty or responsibility. Action is the action a person like
the action that a person takes to resolve the issue
(04:38):
or challenge and the result is the outcome of the action,
which is which the person has taken and so yes,
while designing the interview question, keep using star method. If
the question is not coming under your star method, then
then you might want to rephrase it. Using this method
(05:03):
gives you an insight on candidates decision making abilities. The
fourth one is create a rating scale. Now, creating a
rating scale makes it easier for you to assess the
multiple candidates. All you have to do is prepare a
(05:26):
prepare a score sheet which has all the questions you
planned to ask, and then rate them based on candidates response.
While assessing, you can see like while you're after the
interview is over, and while assessing, you can see how
satisfactory were you from the response of the candidate. The
(05:48):
fifth is practice the interview. Now, practice session will give
you a confidence and an idea how the interview will
look like when it will take place in real and
if there are any shortcomings. If there are anything that
you should prepare, you can do it in You can
do it well. In advance so that it would be
(06:10):
a smooth and easier process for both for you as
well as for the candidate. The next one is review
all the information of the candidate. Now, go through the
candidates cover letter and resume it before starting the interview
their experience, qualification and education. Go through it properly because
(06:37):
it will give you an idea of what to expect
from from a candidate. Now, before we move forward, let's
take a quick break. We will be back soon.
Speaker 2 (06:52):
Are you enjoying the New Height Show on Education. If
you love our show, please consider liking and following us
on your favorite podcast player. To learn more, visit Radio
dot New Heights Education dot org or email us at
info at New Heights Education dot org. Listen in on
Wednesdays for Education in the News with host Pamla Clark
(07:16):
at six pm and Fridays for our Empowering HR and
the Workforce with host Manya Shukla at seven pm. And
don't forget to check out our organization's website for the
latest updates on courses, reading programs, comic books, magazines, informational
services and happenings, or even to learn how you can
(07:38):
become a volunteer. Consider donating to our calls at www
dot New Heights education dot org.
Speaker 1 (07:51):
So welcome back listeners. We just discussed we're in the process,
like we were just discussing about out how to prepare
for UH an interview process, How should an interviewer prepare
for an interview? Or you can also say that how
to conduct an interview. And we have covered six points
(08:13):
and now the seventh one is start and this is
this is very uh. I mean it is like start
with a warm welcome, So start the interview with welcome,
with a welcoming note, introduce yourself, your role, and the
organization's goal and objectives. UH. This gives candidate a better
(08:35):
clarity and understanding of the organization and job. The next
thing you should set a clear expectation of how the interview,
how long the interview will last, UH, the interview format,
and any work related task like test or or assessment
that you have to take. The next point is ask
(09:01):
the questions. So if there is a panel, then make
sure two make sure that no one is interrupting while
asking questions. You can also decide what kind of questions
you are going to ask beforehand, but make sure to
(09:23):
ask ask your question questions one at a time and
if you need more details to ask, then ask a
follow up question after the candidate has finished their response.
The next point is take notes, so remember to take
(09:46):
notes for the important information. Make sure that you are
actively listening also while taking notes, and if you are
on a video call, then you can also also you
can also record the video called while after taking the
consent of the candidate. The next point is let the
(10:12):
candidate ask questions. So save some time at the end
of the interview to let the candidate ask questions. UH.
This will let them to get some more clarity. And
this will also give you an opportunity to see the
perspective of the candidate, like if they if they are
interested in the job, like this is this is just
(10:33):
my opinion that if the candidate is interested in the job,
they are definitely going to ask some relevant questions. So
this can give you the perspective of the interest of
the candidate as well. UH. The next is that UH
share the share the next step in the interview process.
So close the interview by letting them know the next steps,
(10:57):
including like when they may hear back and what is
the further process. What further process looks like the last
point is make the decision. So review all the notes,
score sheets to evaluate the candidate fairly and let them
(11:17):
know about your decision. And just remember, even if you
are rejecting a candidate, just let them know because it
establishes a good reputation and it gives you a reputation
as a considerate employer. So that's all for today's episode.
(11:40):
I hope this episode might help you in some way,
and I hope that I tried to cover all the
important points regarding how to conduct an interview. And yes,
I hope it helps you. And that's all for today's episode.
(12:02):
Thank you so much, and have a great weekend.
Good evening everyone, Welcome to the New Heights Show on Education.
My name is Manya Shukla and you are with me
on the another episode of Empowering HR within the Workforce,
your go to podcasts for the ever evolving word of HR.
This podcast is the way of sharing insights on building
(01:03):
a more effective and efficient workforce. We're also focusing on
your personal growth. If you tune into our previous episode,
thank you so much for your support. We talked about
methods of performance evaluation. If you missed it, be sure
to check it out now. Almost everyone prepare for interviews.
(01:32):
We practice, we review our resumey, we review our cover letter.
We do every preparation to give our best. But today
I'm going to talk about what happens on the other
side of the table. Today, I'm going to talk about
how we should conduct a successful interview process. It might
(01:59):
sound a simple, but UH the interview process is also
is also representing the company in which you are in.
It is representing UH, It is representing the UH, the
entire the entire culture and how a candidate should should
(02:24):
take the perception of the company based on the the
process of the interview. So, in my opinion, I thought
that this is also something important that I should share
the insights on the same. So yes, today we are
going to talk about how as an interviewer we can
(02:46):
give our best to UH to conduct a successful interview process.
So number one is frame the interview style while keeping
in mind the number of interviews or the requirement of
the position. So decide on what kind of interview you
(03:08):
want to take, whether it is in person or virtual,
whether you want to take a group interview or a
panel interview. Now, for multiple openings, group interview is beneficial,
but for individual postings or for for higher positions, a
(03:32):
panel interview is good because it can give you it
can give multiple perspective while hiring. The second is prepare
and develop interview questions. For this, go through the job description,
understand the requirement and a good feit for for the
(03:54):
job and to be fair and consistent. You can start
with structured interview and later on you can mix it
with some situational and behavioral questions. Number three apply the
star interview technique while while designing the questions for the interview. Now,
(04:16):
STAR is the short form of like S stands for situation,
like a situation or a challenge. Task is an individual's task,
duty or responsibility. Action is the action a person like
the action that a person takes to resolve the issue
(04:38):
or challenge and the result is the outcome of the action,
which is which the person has taken and so yes,
while designing the interview question, keep using star method. If
the question is not coming under your star method, then
then you might want to rephrase it. Using this method
(05:03):
gives you an insight on candidates decision making abilities. The
fourth one is create a rating scale. Now, creating a
rating scale makes it easier for you to assess the
multiple candidates. All you have to do is prepare a
(05:26):
prepare a score sheet which has all the questions you
planned to ask, and then rate them based on candidates response.
While assessing, you can see like while you're after the
interview is over, and while assessing, you can see how
satisfactory were you from the response of the candidate. The
(05:48):
fifth is practice the interview. Now, practice session will give
you a confidence and an idea how the interview will
look like when it will take place in real and
if there are any shortcomings. If there are anything that
you should prepare, you can do it in You can
do it well. In advance so that it would be
(06:10):
a smooth and easier process for both for you as
well as for the candidate. The next one is review
all the information of the candidate. Now, go through the
candidates cover letter and resume it before starting the interview
their experience, qualification and education. Go through it properly because
(06:37):
it will give you an idea of what to expect
from from a candidate. Now, before we move forward, let's
take a quick break. We will be back soon.
Speaker 2 (06:52):
Are you enjoying the New Height Show on Education. If
you love our show, please consider liking and following us
on your favorite podcast player. To learn more, visit Radio
dot New Heights Education dot org or email us at
info at New Heights Education dot org. Listen in on
Wednesdays for Education in the News with host Pamla Clark
(07:16):
at six pm and Fridays for our Empowering HR and
the Workforce with host Manya Shukla at seven pm. And
don't forget to check out our organization's website for the
latest updates on courses, reading programs, comic books, magazines, informational
services and happenings, or even to learn how you can
(07:38):
become a volunteer. Consider donating to our calls at www
dot New Heights education dot org.
Speaker 1 (07:51):
So welcome back listeners. We just discussed we're in the process,
like we were just discussing about out how to prepare
for UH an interview process, How should an interviewer prepare
for an interview? Or you can also say that how
to conduct an interview. And we have covered six points
(08:13):
and now the seventh one is start and this is
this is very uh. I mean it is like start
with a warm welcome, So start the interview with welcome,
with a welcoming note, introduce yourself, your role, and the
organization's goal and objectives. UH. This gives candidate a better
(08:35):
clarity and understanding of the organization and job. The next
thing you should set a clear expectation of how the interview,
how long the interview will last, UH, the interview format,
and any work related task like test or or assessment
that you have to take. The next point is ask
(09:01):
the questions. So if there is a panel, then make
sure two make sure that no one is interrupting while
asking questions. You can also decide what kind of questions
you are going to ask beforehand, but make sure to
(09:23):
ask ask your question questions one at a time and
if you need more details to ask, then ask a
follow up question after the candidate has finished their response.
The next point is take notes, so remember to take
(09:46):
notes for the important information. Make sure that you are
actively listening also while taking notes, and if you are
on a video call, then you can also also you
can also record the video called while after taking the
consent of the candidate. The next point is let the
(10:12):
candidate ask questions. So save some time at the end
of the interview to let the candidate ask questions. UH.
This will let them to get some more clarity. And
this will also give you an opportunity to see the
perspective of the candidate, like if they if they are
interested in the job, like this is this is just
(10:33):
my opinion that if the candidate is interested in the job,
they are definitely going to ask some relevant questions. So
this can give you the perspective of the interest of
the candidate as well. UH. The next is that UH
share the share the next step in the interview process.
So close the interview by letting them know the next steps,
(10:57):
including like when they may hear back and what is
the further process. What further process looks like the last
point is make the decision. So review all the notes,
score sheets to evaluate the candidate fairly and let them
(11:17):
know about your decision. And just remember, even if you
are rejecting a candidate, just let them know because it
establishes a good reputation and it gives you a reputation
as a considerate employer. So that's all for today's episode.
(11:40):
I hope this episode might help you in some way,
and I hope that I tried to cover all the
important points regarding how to conduct an interview. And yes,
I hope it helps you. And that's all for today's episode.
(12:02):
Thank you so much, and have a great weekend.
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