At Bosshard & Partner, we have been successfully recruiting various business and IT specialists for banks, insurance companies and public institutions for 25 years. Job interviews are part of our daily work and in the following article we will give you an overview of how you as a line manager can best prepare for a job interview and we explain the various phases of a job interview.

There is a new position to be filled in your company. As the line manager, you are responsible for selecting the future candidate. In order to obtain sufficient information, both verbal and non-verbal, it is important to be well prepared. The first decision to be made is whether the interview will take place in person or virtually. In order to obtain non-verbal characteristics and a holistic impression, it is recommended that the interview takes place in person.

There are different types of interviews for this:

• In general, a semi-standardised interview is recommended. This consists of a basic structure and key questions and thus allows for flexibility in the questions asked.
• A standardised interview, on the other hand, has all the questions planned in advance, which are ‘asked’ one by one. This leaves little room for other questions.
• An open-ended interview has no predefined structure or key questions.
• So it is important to decide which type of interview is suitable for the respective position or is used in the company.

Job interview procedure

1. Preparation - What requirements need to be considered?
   Before the interview takes place, it is important to think carefully about the requirements of the position to be filled. What kind of person is being sought, what professional and personal requirements do I have as a line manager, as a team and as a company? This is certainly very dependent on the role. The requirements for a software developer vary greatly from those of a project manager. You also want to know why the applicant is interested in the company and what the specific motivation behind the application is.
2. CV assessment
   When reviewing the CV, you will get a first impression based on the structure, graphics and spelling of the applicant. It is important to know what training this person has, in which sectors they have worked and in which specific roles they have already gained experience. It is also advisable to pay attention to how many job changes there have been and over what period of time, or whether the CV is rather steady. Last but not least, it should be clear why the person is looking for a new challenge.
3. First impression
   The date for the interview has been set. This is where the first characteristics become apparent. Is the applicant punctual? How is he/she dressed? How are his/her facial expressions and posture? Does it all fit together and is it authentic? Or rather not? Does the person make a confident impression or does he/she leave a bad aftertaste in the first few minutes? To start the conversation, you can politely ask whether they got to the company well, whether the journey was pleasant and whether the candidate would like something to drink - simple small talk is required here. If there are several participants in the interview, introduce them by name and function.
4. Introduction of the company
   Introduce both the company and the position to be filled during the interview. The team constellation should not be forgotten either.
5. Introduction of the candidate
   Now the candidate can introduce themselves. We recommend that you deliberately keep this very open. This will allow you to better identify what their focus is and what exactly motivates them in relation to the project. If questions arise, we recommend that you make a note of them and come back to them at the end. In this way, you allow the candidate to go with the flow and prevent them from losing the thread.
6. Questioning changes
   If questions have already arisen during the CV analysis on the subject of changes or the motivation behind the search for a new challenge, now is the time to ask these questions. It is important to consider why certain changes were made and how often and over what period of time. Depending on whether the position to be filled is temporary or permanent, the changes play a relevant role. Especially if you have a permanent position to fill. As an employer, it is very inconvenient if the same positions have to be filled by new employees every year. It is therefore advisable to take a closer look at the situation.
7. Work style
   During the interview, you can already determine how well the candidate has prepared for the interview and how skilfully they can use their vocabulary. These can be important indicators of how this person can and will integrate into the new working environment. Here too, be aware of exactly which working style you favour in your employees and ask specific questions.
8. Role-specific assessment
   Assessments are often carried out for both technical and highly specialised roles. For example, software developers are usually asked in advance to programme an application or design a website. Project managers, on the other hand, are more likely to be tested on their planning and leadership skills. If it is a specific topic, such as a migration, the company might ask for a concept for it. This gives you the opportunity to find out more about the technical skills and the way of thinking and working of your potential future employee.
9. Soft skills
   Here they are asked to assess their own strengths and weaknesses. You can also find out whether you are dealing with a team player or a lone fighter. You should also be aware in advance of the type of personality you need to complement your existing team. If necessary, you can also supplement this analysis with a personality assessment tool so that you can assess the new employee even better. Finally, in this section you can also find out what ideas and expectations the interviewee has regarding the position to be filled and clarify any unrealistic ideas.
10. Hobbies
    This topic is not a ‘must’, but it certainly gives a deeper insight into the personality. What kind of hobbies does the person pursue? Is it more artistic, sporting or cultural? In most cases, personal preferences also flow into the professional world, so questions in this area can certainly be a source of information.
11. Respond to the candidate's question
    Does the candidate still have questions? Then you can answer them now.
12. Conclude the interview
    If possible, you can also show the candidate the premises where they would be working. Once everything has been clarified, you can also thank the candidate for the interview and let them know what the next steps are and what you expect from them in terms of feedback.

Do you still have questions? Contact us personally today. Bosshard & Partner is at your side and will be happy to provide you with comprehensive advice in all areas of recruitment.