Interviewing Techniques to Identify the Right Candidate

Hiring the right person is one of the most important decisions for any SME.   

In a smaller team, every new recruit makes a big difference, so it pays to have a simple but effective interview process.  

With a clear structure and the right questions, you can make confident hiring decisions without it feeling complicated. 

How to ask the right questions and structure interviews for success 

Step 1: Define success before you interview 

Before you even meet candidates, think about what success looks like in the role.  

What outcomes do you need in the next 6 to 12 months?  

Which skills and behaviours will make those outcomes possible?  

And what values do you want to see day-to-day?  

Once you know these, you can shape your questions around them and avoid hiring on gut feel alone. 

Step 2: Structure the interview 

A clear structure keeps things fair and consistent. Start with introductions to put the candidate at ease, then move into a short discussion of their background.  

After that, ask competency-based and situational questions, followed by a short task to see how they think in practice.   

Finally, give the candidate chance to ask their own questions and explain what happens next.  

Keeping the format consistent across candidates makes it much easier to compare notes later. 

Step 3: Ask the right questions 

Good questions are the key to great interviews. Behavioural questions such as “Tell me about a time you solved a difficult problem at work” give you real-life examples, while situational questions such as “What would you do if a key supplier let you down” show you how they might approach future challenges.  

Always follow up by asking, “What was your role, what did you do, and what was the result”. This way, you get the detail you need rather than a rehearsed answer. 

Step 4: Add a short task 

Practical tasks often tell you more than words alone.  

You might ask someone to role play handling a customer complaint, draft a short email to a client, or map out how they’d approach a common problem.  

Keep it short and relevant - you’re looking for insight into their approach, not perfection. 

Step 5: Score fairly and consistently 

Rather than relying on instinct, use a simple scoring guide. For example: 

• 1 point if the candidate gives little evidence or struggles to answer. 

• 3 points if they cover the basics and meet expectations. 

• 5 points if they give strong, relevant examples and go above what you’d expect. 

Apply this to your key areas such as experience, problem solving, communication, and cultural fit. This gives you a fairer, evidence-based way of comparing candidates. 

Step 6: Reduce bias 

Bias can creep in without us realising. To keep things fair, ask all candidates the same core questions, take notes on what they said, and, if possible, have two people involved in the interview.  

Scoring separately before discussing also helps avoid being swayed by first impressions. 

Step 7: Create a positive experience 

Remember, interviews are a two-way process. Let candidates know the format in advance, start on time, and explain what will happen next.  

A smooth and respectful process makes you stand out as an employer of choice, even for candidates you don’t hire. 

Final thoughts 

A good interview does not need to be complicated. With a bit of planning, the right questions, and a simple scoring method, you can spot candidates who not only have the skills but also the right attitude to thrive in your team. 

If you’re unsure where to start, or you’d like a second pair of eyes on your recruitment, Key Appointments can help. From interview questions to full recruitment support, we can guide you through each step.