{"id":740,"date":"2026-01-18T00:00:00","date_gmt":"2026-01-18T06:00:00","guid":{"rendered":"https:\/\/wp.zoomshift.com\/blog\/interviewing-101-the-basics-of-conducting-a-good-interview-for-both-employer-and-employee\/"},"modified":"2026-04-01T05:07:54","modified_gmt":"2026-04-01T10:07:54","slug":"interviewing-101-the-basics-of-conducting-a-good-interview-for-both","status":"publish","type":"post","link":"https:\/\/www.zoomshift.com\/blog\/interviewing-101-the-basics-of-conducting-a-good-interview-for-both\/","title":{"rendered":"Interviewing 101 – The Basics Of Conducting A Good Interview For Both Employer And Employee"},"content":{"rendered":"

Taking the time to hire<\/a> the right people is critical to your company\u2019s success.<\/p>\n

That\u2019s why we\u2019re breaking down Interviewing 101 \u2014 the fundamentals of conducting effective interviews for both employers and candidates.<\/p>\n

Organizations with strong hiring processes are better positioned to attract top talent, while those that struggle often waste time and resources bringing in the wrong people.<\/p>\n

Before we dive into the basics, let\u2019s start with the first thing you should avoid in the interview process in 2026.<\/p>\n

Don\u2019t Jump to Conclusions<\/h3>\n

Many people think they know how to conduct an interview. After all, how hard can it be?<\/p>\n

Interviewing accurately and professionally takes a well thought out plan. It involves some strategy and a list of terrific questions.<\/p>\n

While many people jump right into an interview without much thought, there is one major stumbling block we want you to avoid.<\/p>\n

That\u2019s jumping to conclusions. Most interviewers (and sometimes interviewees) make a snap judgment in the first seconds of meeting someone.<\/p>\n

A study by two psychology students and their professor at the University of Toledo found that judgments made in the first 10 seconds of an interview could predict the outcome of the interview.<\/p>\n

The problem with these types of snap judgements? They are usually useless.<\/p>\n

Why? Making a snap judgment in the first 10 seconds creates a situation where the interview is spent trying to confirm what we think of someone. It completely leaves out time for accurate assessment.<\/p>\n

There\u2019s a name for this, and it\u2019s called confirmation bias. Don\u2019t get caught in the trap of trying to confirm your initial inyalas. This takes you away from the position of assessing your candidate and leads you on a hunt for confirmation of your snap judgment.<\/p>\n

In essence, by making a snap judgement, you render the interview unusable.<\/p>\n

Now that we\u2019ve gotten the cautionary tale out of the way, let\u2019s look at the basics of conducting a good interview for both employer and employee.<\/p>\n

Prepare Ahead of Time<\/h3>\n

Before you meet your candidate in person, you need to sit down and make a list of what you\u2019re looking for in the new hire<\/a>.<\/p>\n

You want to make list of the qualities, traits, experience and qualifications you are looking for. Think about the required attributes necessary to do the job.<\/p>\n

Then, you want to make another list of the questions you want to ask your potential hire. Start with the most important ones first.<\/p>\n

When interviewing<\/a> different generational groups, your list of questions may vary a bit. You might not ask Millennials the same questions in the same way as you would the Baby Boomer generation.<\/p>\n

\"interviewing-101\"<\/p>\n

The Interview Questions<\/h3>\n

Your interview questions<\/a> may vary depending on the job you are hiring for. Yet, some interview questions apply across the board as they give you a broader understanding of your candidate.<\/p>\n

For the first question, you want to break the ice and make everyone comfortable. Ask a question about where they grew up or what their first job was out of college. Be conversational to alleviate stress.<\/p>\n

Next, you might ask an open-ended question that allows the interviewee some leeway to answer. Consider something like, \u201cTell me about your career from college until now.\u201d<\/p>\n

Here\u2019s a list of some other worthwhile interview questions:<\/p>\n

– What made you stand out at your last job?
\n– What would your references say about your strengths and weaknesses?
\n– What areas are you open to development? Are you open to learning?
\n– What does your future look like?
\n– How many hours do you think are really necessary to finish your job?
\n– Are you sensitive to constructive criticism?
\n– What is the hardest conflict you\u2019ve managed on the job?
\n– Describe your favorite boss and your relationship.
\n– Describe your least favorite boss and your relationship.
\n– Do you prefer structure and direction, or do you like autonomy?
\n– Why do you want to work here?
\n– If you could design the perfect job, what would it be?
\n– Describe a time someone criticized your work.
\n– Describe a time someone praised your work.<\/p>\n

You can also compose questions about things you didn\u2019t glean from the resume, but you would like to know.<\/p>\n

Research Your Candidate<\/h3>\n

Before the interview, research your potential hire. This is exceptionally easy due to Google and social media.<\/p>\n

You\u2019ll learn a lot about your interviewee by checking out his social media sites. You\u2019ll glean a great deal about what your candidate is like as a person and potential employee.<\/p>\n

Really Listen<\/h3>\n

The final piece of advice when it comes to the interview is to really listen. Whether the candidate is directly answering your question or veering off into something else, listen.<\/p>\n

You might find that putting your pen down and carefully listening gives you more insight than any question you might have asked.<\/p>\n

It also shows great respect for the person and the interview when you take the time to listen. To make this easier to do, schedule a fair amount of time for each interview so you don\u2019t feel rushed.<\/p>\n

Final Thoughts<\/h3>\n

We\u2019ve covered Interviewing 101 and the fundamentals of conducting effective interviews for both employers and candidates.<\/p>\n

Before you wrap up your hiring process, there\u2019s one more thing to keep in mind.<\/p>\n

Technical skills matter \u2014 but they\u2019re only part of the picture. Look for qualities like coachability and a willingness to learn. Consider their emotional intelligence, communication style, and overall temperament.<\/p>\n

Be mindful of potential red flags that could signal a poor fit with your existing team \u2014 but avoid jumping to conclusions too quickly.<\/p>\n

Prepare thoroughly, take your time, and involve other team members in the process. Gathering well-rounded feedback will help you make a more confident hiring decision in 2026.<\/p>\n","protected":false},"excerpt":{"rendered":"

Looking for new employees? Here’s Interviewing 101 – the basics of conducting a good interview for both employer and employee.<\/p>\n","protected":false},"author":26,"featured_media":4073,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"om_disable_all_campaigns":false},"categories":[4],"tags":[],"yoast_head":"\nInterviewing 101: Mastering the Basics for Employers & Candidates<\/title>\n<meta name=\"description\" content=\"Dive into the fundamentals of conducting effective interviews for both employers and candidates with our comprehensive guide.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.zoomshift.com\/blog\/interviewing-101-the-basics-of-conducting-a-good-interview-for-both\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" 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