101 Interview Tips

Interviewing is a complex and time-consuming task that requires careful thought and detailed planning. Whether conducting interviews is an essential part of your job or a temporary assignment, this article is a valuable reference to help you develop strategies and solve the challenges of selecting talent.

● Preparing for the Interview An interview often lasts no more than an hour, but its impact can last for years. Want to find the best candidate? Be sure to prepare in advance.

1. Before accepting an interview, have a correct understanding of the job vacancy.
2. Look for fresh blood, not another clone of "us."
3. Imagine an ideal candidate for the vacancy.
4. When recruiting for a new vacancy, comprehensively summarize the work situation of the team.
5. Treat the vacancy as an opportunity to re-evaluate the job.
6. Determine whether the qualifications required for the job have changed.
7. Offer flexible working hours to encourage employee participation.
8. When describing the nature of the job, do not downplay difficulties.
9. Compare salaries horizontally with employees in similar positions in other companies.
10. Make the job title sound as attractive as possible to attract a variety of talent.
11. Trying to find a 100% suitable person is difficult; the result will only be futile and wasteful.
12. When you know there is an ideal candidate elsewhere, don't miss the opportunity.
13. Ensure advertisements are accurate.
14. Ask applicants to include a photo with their application so you can match faces to names.
15. Consider hiring friends or relatives recommended by colleagues.
16. Record the progress and improvements of each recruitment for future reference.
17. Set basic requirements as standards to screen applicants.
18. Arrange a dedicated person to answer application calls.
19. To speed up the process, prepare standard letters in advance to notify applicants promptly.
20. Identify areas of interest in the resume so you can learn more during the interview.
21. Don't fully trust the content of the resume; it may contain some "processing" by the author.
22. Look for inconsistencies with the facts in the resume.
23. Does the style and presentation of the resume leave a good first impression?
24. Application forms provide a fair platform for applicants to some extent.
25. For borderline candidates, consider asking colleagues for their opinions.
26. Respond to unsuccessful applicants as politely as possible, preferably with encouragement.
27. Have some informal contact with applicants before the interview to help you make decisions.
28. Decide whether to arrange written tests for applicants.
29. Interviews don't always have to be scheduled during working hours.
30. Prepare some light refreshments to ease applicants' nerves.
31. Eliminate all external distractions during the interview.
32. Get plenty of rest before the interview.
33. Hang a "Do Not Disturb" sign on the interview room door.
34. Gesture for the applicant to sit down.
35. Clearly explain the location of the interview.
36. Set aside time before the interview for interviewers to reach a consensus.
37. Prepare detailed materials for each interviewer.
38. If the job emphasizes teamwork, arrange group activities for applicants.
39. Adjust the interview structure to match your purpose.
40. Make the first question simple and clear to help the applicant relax fully.
41. Modify your questions for different applicants.
42. Ask open-ended questions that cannot be answered with just "yes" or "no."
43. Use closed-ended questions only when seeking specific answers.
44. Use the applicant's resume and comparison charts to help prepare interview questions.
45. Listen more and talk less.
46. Summarize what the applicant says to show you are listening attentively.
47. Confirm with the applicant that you fully understand what they have said.
48. Be prepared to answer and ask relevant questions.
49. Make a checklist of tools needed for the interview.
50. Before recording the interview, seek the applicant's consent.
51. Before starting the interview, adjust your attire and tidy your hair.

● Conducting the Interview Interviews are stressful for both interviewers and applicants. Therefore, learning how to relax both parties during the interview can maximize mutual understanding.

52. Inform early applicants of the interview start time.
53. Smile, but don't overdo it, as it may make you seem nervous.
54. Know that the best candidate may perform averagely in the interview.
55. Dress appropriately; avoid eccentric clothing.
56. Aim to appear natural during the interview.
57. While observing the applicant's abilities, also ask if they are interested in working for you.
58. Don't ask personal questions unrelated to the job.
59. Quickly record the applicant's relevant abilities and values.
60. Note areas where the applicant responds enthusiastically; you'll know how to motivate them in the future.
61. Give positive responses to encourage deeper conversation.
62. Talk about light topics for the first few minutes of the interview.
63. Respect applicants who admit "I don't know."
64. Stay calm when the applicant is nervous.
65. Similar body language helps build a good rapport.
66. Train yourself to notice the other person's body language at all times.
67. Pay attention to gestures—they are often meaningful.
68. Notice the applicant's voice—nervousness can distort it.
69. Use tests that are based on authoritative sources.
70. Update test content and format regularly.
71. Treat test results holistically, not just one aspect.
72. Psychological tests have some reference value.
73. Ask applicants to write a handwritten application letter and have a handwriting expert analyze it.
74. Ask internal employees why they want to transfer positions.
75. If tests are to be conducted, notify applicants in advance.
76. Tell applicants about your other interview arrangements.
77. Keep an open and positive mindset.
78. Give applicants the opportunity to withdraw from the process.
79. Maintain respect for applicants throughout.

● Analyzing the Interview Once the interview is over, immediately record the information you have gathered and your impressions of the applicant. This will help you make the final decision.

80. If you have doubts about an applicant, trust your instincts.
81. Avoid making biased judgments about any applicant.
82. Imagine how the applicant might behave outside the interview setting.
83. Notify the applicant before checking their background information.
84. Keep your interview notes, references, and comparison charts with the applicant's resume.
85. File each applicant separately.
86. Don't wait until you've interviewed all applicants to start preparing your checklist.
87. Better to have no one than to lower standards due to lack of suitable candidates.
88. Provide travel expenses for second interviews.
89. Before notifying applicants for re-interviews, first ask if they are still interested in the position.
90. Establish a filing system to properly store all applicants' resumes.
91. Discuss with other interviewers the questions they are interested in asking during the re-interview.
92. Generally, personal information is subjective.
93. Ask applicants for the best time to contact their references.
94. If there are discrepancies between what the applicant says and what the reference says, ask the applicant for a reasonable explanation.
95. Don't let one strength overshadow other weaknesses.
96. Personally discuss the specific details of starting work with your new employee.
97. Ensure your company offers a reasonable and competitive salary.
98. To prevent misunderstandings and confusion, the offer and acceptance should be confirmed in writing.
99. Ask applicants to respond to the offer in writing by a specified date.
100. When replying to unsuccessful applicants, put yourself in their shoes and consider the wording.
101. Familiarize new employees with the work environment and introduce them to other staff.

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