The interview is useful for assessing a candidate's presentation and communication skills, 'getting to know' candidates and assessing cultural 'fit'. It also allows the candidate to get a more detailed overview of the role and business which they can use in their decision making process. Remember an interview is a two way process.
You can significantly increase the effectiveness of your interviews by using behavioural and competency based techniques. Research suggests that it increases the predicative validity of your interview to 50-55%, up from 10% when you rely on a CV and a general interview. This interview format involves assessing skills, attributes and behaviours through behaviour based questions. Using questions that ask for specific examples of a candidate's past behaviour in situations similar to those they will face in the new position is an effective way of predicting future behaviour in similar situations.
Remember that no matter how hard you try to make an interviewee comfortable, the interview is an artificial and formal environment that may not best show candidates as they behave in the work environment. Less formal opportunities for meeting and interacting with candidates, such as coffee breaks/lunches will provide further insight into a candidate's behaviour and performance.
Complementing the interview with other selection techniques such as skills tests, work sample tests, case studies, planning exercises, analysis and/or judgment exercises, presentations and team observations will also increase the likelihood of identifying the best person for the position.
You can use these sample behavioural interview questions to help you develop your questions.
For positions that are likely to attract national or overseas candidates it may be necessary to conduct initial discussions via telephone, video or skype. Telephone, video and skype interviews are normally used to make a preliminary assessment of a candidate. However, you should also meet the candidate face-to-face before making final recommendations.
Telephone interviews may also be of benefit where there are a large number of suitable candidates on a shortlist. A telephone call asking a few questions may assist in the shortlisting decision.
When conducting the interview your questions should be concise and you should remember that the applicant is relying on clear and specific verbal feedback in the absence of non-verbal cues.