Want FREE Templates on Strategy & Transformation? Download our FREE compilation of 50+ slides. This is an exclusive promotion being run on LinkedIn.

We have categorized 9 documents as Interviewing. All documents are displayed on this page.

As Warren Buffet, the CEO of Berkshire Hathaway aptly noted, "In looking for people to hire, you look for three qualities: integrity, intelligence, and energy." Hiring the right talent can be pivotal to a company's success. Given the stakes, developing strong interviewing skills is quintessential for any C-level executive.

Did you know?
The average daily rate of a McKinsey consultant is $6,625 (not including expenses). The average price of a Flevy document is $65.


Trusted by over 10,000+ Client Organizations
Since 2012, we have provided best practices to over 10,000 businesses and organizations of all sizes, from startups and small businesses to the Fortune 100, in over 130 countries.
AT&T GE Cisco Intel IBM Coke Dell Toyota HP Nike Samsung Microsoft Astrazeneca JP Morgan KPMG Walgreens Walmart 3M Kaiser Oracle SAP Google E&Y Volvo Bosch Merck Fedex Shell Amgen Eli Lilly Roche AIG Abbott Amazon PwC T-Mobile Broadcom Bayer Pearson Titleist ConEd Pfizer NTT Data Schwab



Flevy Management Insights: Interviewing

As Warren Buffet, the CEO of Berkshire Hathaway aptly noted, "In looking for people to hire, you look for three qualities: integrity, intelligence, and energy." Hiring the right talent can be pivotal to a company's success. Given the stakes, developing strong interviewing skills is quintessential for any C-level executive.

For effective implementation, take a look at these Interviewing best practices:

Understanding the Purpose of an Interview

The objective of any interview goes beyond gauging a candidate's competence and fittingness for the role. At its core, it is about assessing potential, values, motivation, and a candidate’s ability to contribute to the organization's broader Strategic Planning and vision. An interview is also an opportunity to sell your company to top talent, establishing the foundation for a long-term, productive relationship.

Explore related management topics: Strategic Planning

Developing an Effective Interview Framework

An effective interview is structured, consistent, and fair. Therefore, it's crucial to establish an interview framework. This framework should begin with a clear specification of the job requirements, followed by a series of questions designed to assess a candidate’s capability and fit.

Building a bank of situational and behavioral questions, grounded in the clear competencies linked to the job, helps guide the conversation. Allowing room for unscripted, organic conversation within this framework brings out the nuances of a candidate’s motivation, cultural fit, and attitude.

Application of Data and Technology

Leading-edge organizations are frequently utilizing data analytics in their hiring processes. Using Data-driven Interviewing techniques can help remove human bias and improve decision-making. Additionally, harnessing technology for virtual interviews, recording responses for future analysis, and using AI for screening could be part of your Digital Transformation strategy in the area of hiring.

Explore related management topics: Data Analytics

Engagement During the Interview Process

Engagement is key during the interviewing process. Active listening, maintaining eye contact, and providing prompt feedback are all crucial elements of engagement. Showing genuine interest in what the candidate has to say not only aids in assessing their potential but also helps promote your organization as a desirable place to work.

Interviewing is a Two-Way Street

Respecting the candidate's time and providing them space to ask their questions enrich the interview experience. A good interview isn't just about extracting information; it's about building a relationship and fostering a mutual understanding. Remember, talented candidates are also interviewing your company.

Conducting Post-interview Analysis

Once an interview is complete, it's essential to conduct a post-interview analysis. Comparing notes with other interviewers, measuring responses against the established framework, and determining the candidate's ability to contribute to the organization's Operational Excellence and Risk Management strategies, can provide deeper insights into the candidate’s potential for success.

Gaining Buy-in from Other Team Members

Involve your team members in the interview process where relevant and appropriate. It allows for a well-rounded assessment from different perspectives and helps secure buy-in from the team for the hiring decision. Consider not only the skills and knowledge the candidate brings but also their potential impact on team dynamics and Performance Management.

Explore related management topics: Performance Management

Constantly Refining the Process

Just as businesses need to constantly adapt and transform, your interviewing process should evolve over time. Gathering feedback from candidates, analyzing hiring outcomes, and making necessary adjustments should be ingrained in the process. Remember that an effective interview process isn't about hiring the best available talent—it's about hiring the best suitable person for your organization.

Interviewing FAQs

Here are our top-ranked questions that relate to Interviewing.

What strategies can be implemented to reduce unconscious bias during interviews?
To reduce unconscious bias in interviews, companies should adopt Structured Interviews, utilize technology like AI for fair screening, and foster a Diversity and Inclusion culture, enhancing objectivity and inclusivity. [Read full explanation]
What role does social media play in the modern interview process, and how can it be used ethically to assess candidates?
Social media is crucial in modern hiring for insights into candidates' qualifications and cultural fit, requiring ethical practices like consent, relevance focus, and legal compliance. [Read full explanation]
How can companies leverage AI and machine learning more effectively in the pre-screening phase to improve the quality of candidates reaching the interview stage?
Organizations can improve candidate quality in the pre-screening phase by integrating AI and ML with Advanced Resume Screening, Predictive Analytics, Automated Assessments, and Continuous Learning, aligning technology with human insight for a more efficient, fair, and inclusive recruitment process. [Read full explanation]
How can executives ensure diversity and inclusion principles are effectively integrated into the interview process?
Executives can integrate Diversity and Inclusion in the interview process through inclusive job descriptions, structured interviews with bias training, and diverse interview panels to attract and fairly evaluate a diverse talent pool, improving business outcomes. [Read full explanation]

Related Case Studies

Executive Interviewing Strategy for High-End Retail Chain

Scenario: The organization is a high-end retail chain specializing in luxury goods, facing challenges in refining its executive interviewing process.

Read Full Case Study

Streamlining Executive Interviewing in Life Sciences

Scenario: The organization is a mid-sized biotech company facing challenges in attracting and securing top talent for their rapidly expanding R&D department.

Read Full Case Study

Explore all Flevy Management Case Studies




Flevy is the world's largest knowledge base of best practices.


Leverage the Experience of Experts.

Find documents of the same caliber as those used by top-tier consulting firms, like McKinsey, BCG, Bain, Deloitte, Accenture.

Download Immediately and Use.

Our PowerPoint presentations, Excel workbooks, and Word documents are completely customizable, including rebrandable.

Save Time, Effort, and Money.

Save yourself and your employees countless hours. Use that time to work on more value-added and fulfilling activities.




Read Customer Testimonials



Download our FREE Organization, Change, & Culture, Templates

Download our free compilation of 50+ slides and templates on Organizational Design, Change Management, and Corporate Culture. Methodologies include ADKAR, Burke-Litwin Change Model, McKinsey 7-S, Competing Values Framework, etc.