Recruiting guides · 4 minutes read
How to prepare a job interview as a team
Define the purpose of the interview
Before the interview, go through the job requirements and the application documents you have. Which points are already clear, and which questions are still open? A first introductory conversation needs a different focus from an in-depth technical interview.
Limit yourselves to questions that are relevant to the actual role. Missing details in documents are a reason to ask. On their own they do not show that someone fails to meet a requirement. Note down the most important open points so they do not get lost during the interview.
Derive questions from the selection criteria
Use a comparable core set of questions for all applicants for a job. Additional follow-up questions can relate to each person's experience. This keeps the conversation personal while allowing the team to base its assessment on shared criteria.
Ask for concrete examples: ‘Describe a situation in which you had to clarify an unclear customer enquiry. How did you go about it?’ Follow up on the task, the approach and the result. The answer gives you more to discuss than a self-assessment of a general trait.
Agree roles and a realistic schedule
Decide who opens the interview, who asks the technical questions and who explains the next steps. If several team members take part, they should not ask the same questions at the same time. One person keeps an eye on the time and makes sure the applicant also has enough opportunity to speak.
For an interview of about 45 minutes, you could plan five minutes for the introduction and agenda, twenty minutes for experience and tasks, fifteen minutes for questions from both sides and five minutes to close. Adapt this suggestion to the role and the purpose of the interview; it is not a rigid template.
Make the invitation easy to follow
Share the date, duration, format and the people taking part. For an on-site interview, precise directions to the meeting point help. For a video interview, it should be clear how to join and whom applicants can contact if there are problems.
If you expect preparation or a work sample, describe its scope and purpose in good time. Surprise tasks make planning harder for both sides. In Reclyra, teams can set interview types and available slots and let applicants choose a slot through a personal booking link.
Record observations and assess them together
Set aside time for short notes straight after the interview. Record concrete examples and any questions that are still open. Separate what the person described from your interpretation. ‘Explained how they coordinated with three teams involved’ is a more useful starting point than ‘came across as confident’.
Give everyone involved the chance to put their assessment into words before the joint discussion. Discuss differences against the agreed criteria. If information is missing, decide deliberately whether a follow-up question or a further interview makes sense. Then document the decision and the person responsible for giving feedback.
Your checklist
- The purpose of the interview and open questions are agreed.
- Core questions relate to the actual role.
- Roles and timing are assigned.
- Applicants know the format and the agenda.
- Time for notes and feedback is planned in.