how to conduct a job interview

[DelSawyer]

The most effective way to conduct a job interview in 2026 is to shift from a gut-feel conversation to a structured, evidence-based assessment. A structured interview, where every candidate is asked the same set of job-relevant questions, dramatically reduces bias and improves your ability to predict on-the-job performance. The core of this approach is behavioral interviewing.

Start by defining the key competencies for the role—things like problem-solving, collaboration, or adaptability. Then, craft questions that ask candidates to describe specific past situations. For example, instead of asking “Are you a good leader?”, ask “Can you walk me through a time you had to lead a team through a difficult project with a tight deadline?”. This is the STAR method (Situation, Task, Action, Result), and it is the industry standard for a reason.

You also need to standardize your scoring. Create a simple rubric (e.g., 1 to 5) for each competency before the interview. This prevents you from being swayed by a charming personality or a single impressive story. Here is a quick comparison of how structured vs. unstructured interviews stack up:

Interview Type	Predictive Validity	Bias Risk	Consistency
Structured	High (0.45-0.60)	Low	High
Unstructured	Low (0.20-0.30)	High	Low

Data is based on decades of industrial-organizational psychology research, including meta-analyses by Schmidt & Hunter.

Finally, always leave at least 10 minutes for the candidate to ask questions. This is a huge indicator of their engagement and preparation. A good interview isn't just about vetting a candidate; it's about selling the opportunity and giving the candidate a realistic preview of the role and team.

[DiLeah]

Honestly, I keep it simple. My approach is to test for the one thing that matters most for the specific role, and I do it early. For a sales role, that might be a role-play. For a developer, I give a small coding problem. The rest of the interview is just confirming they’re not a jerk and they’ll actually show up. I find that overthinking questions leads to rehearsed answers. I want to see how they think on their feet.

[DiAllison]

I focus almost entirely on culture add and energy. Skills can be taught, but attitude is hard to change. I ask one key question: “What kind of work environment makes you do your best work?” If their answer matches our team dynamic, we move forward. I also pay close attention to how they treat the receptionist or the person who greets them. That tells you more than any resume bullet point ever could.

[VonMaya]

For me, it’s all about psychological safety and rapport. I start every interview by saying, “I’m not trying to trick you. I want to see if we can solve problems together.” Then I ask a simple, low-stakes question first to ease nerves. Once they relax, the real person comes out. I also use a mix of behavioral and situational questions. A success I had recently was hiring a quiet candidate who bombed the first question but then crushed the next three once they felt safe.

[SpencerFitz]

I use a data-driven scoring system that combines the interview score with a work sample test and a brief cognitive ability check. I don’t trust my own memory. I take notes during the interview and score each answer immediately against the rubric. Later, I