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Hiring Manager’s Guide to Interviews and Interview Intelligence

  • By Ankush Jhawar
  • April 18, 2024
  • 5 mins read
interview guide interview questions hiring manager guide
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    The hiring process is a critical aspect of any organization, and recruiters play a critical role in ensuring a smooth process. An essential step in the recruiting process is the interview, which enables recruiters to gauge candidates’ suitability for the position. However, conducting effective interviews is not always easy, and many hiring managers struggle with creating interview guides, asking the right questions, and evaluating candidates. That’s where Interview Intelligence comes in – a set of tools and techniques that can help recruiters conduct more effective and fair interviews. From tips and questions to templates and best practices, this article covers all you need to improve your interviewing abilities.

    The Importance of Interview Intelligence in the Hiring Process


    What is Interview Intelligence?

    Interview intelligence refers to the skills, tools, and techniques that HR professionals use to conduct effective conversations. It includes everything from creating an interview and hiring manager guide to evaluating candidates based on their responses. Intelligent interviewing is critical because it helps recruiters make informed hiring decisions based on an applicant’s skills, experience, and cultural fit. Interview intelligence can help recruiters avoid legal issues by ensuring that their interviews are fair and objective. Read our ebook Interview Intelligence 101 to know more.

    The Benefits of Interview Intelligence 

    There are several benefits to using interview intelligence in the hiring process.

    • Helps to hire managers make better hiring decisions by evaluating candidates more effectively.
    • Helps reduce bias in the interview process, which can lead to a more diverse and inclusive workforce.
    • Streamlines the interview process and makes it more efficient, which can save time and resources.
    • Data-backed decisions minimize the risk and cost of a bad hire.

    The Components of Interview Intelligence

    Interview intelligence consists of several components, including interview guides, questions, templates, and evaluation techniques. Each of these components plays an important role in helping hiring managers conduct effective and fair interviews. You can read more about the essential component of Interview Intelligence.

    Creating an Interview Guide


    Why You Need an Interview Guide

    An interview guide is a document that outlines the questions and topics that will be covered during an interview. It is an essential component of interview intelligence because it ensures that hiring managers ask consistent and relevant questions to all candidates. Interview guides also help to hire managers evaluate candidates more effectively and make informed hiring decisions. Read more about how an interview guide helps to hire manager.

    How to Create an Interview Guide

    Creating an interview guide involves several steps. First, recruiters should review the job description and identify the skills and qualifications required for the position. Then they should develop questions that assess those skills and qualifications. It is also important to ask questions that assess cultural fit and soft skills, such as teamwork and communication.

    Once the questions are developed, they should be arranged in a logical order that makes sense for the job. The interview guide should also include instructions or guidelines for the interviewer, such as how to score answers and what to do if an applicant gives incomplete or unclear answers.

    Get access to BarRaiser interview guides for any role.

    Using Interview Templates

    Interview templates are ready-made interview guides that can be customized for specific jobs or industries. They are a time-saving tool that allows recruiters to quickly and easily create effective interview guides. There are many interview templates available on the Internet, and recruiters can also create templates tailored to their company’s needs. BarRaiser can provide you with interview templates for all roles and can also help generate interview templates through AI.

    Asking the Right Questions


    The Importance of Asking Effective Questions

    Asking effective questions is essential for conducting a successful interview. Effective questions can help to hire managers to assess a candidate’s skills, experience, and cultural fit, and can provide valuable insights into a candidate’s strengths and weaknesses. 

    How to Ask Effective Questions

    Effective questions should be open-ended and encourage candidates to provide detailed responses. Asking effective questions is a critical skill that can help you to gather information, understand different perspectives, and solve problems. Whether you are conducting an interview, leading a team meeting, or having a one-on-one conversation, asking effective questions can help you to communicate more effectively and achieve your goals. Check Out how these effective culture-fit interview questions are for candidates.

    How to Prepare for the Interview

    Now that you have your interview guide and interview questions, it’s time to prepare for the interview. Here are some tips to help you prepare:

    • Review the applicant’s resume and application materials: before the interview, review the applicant’s resume and application materials to refresh your memory about their qualifications and experience.
    • Familiarize yourself with the job description: read the job description to remind yourself of the qualifications and experience required for the position.
    • Research the applicant: Research the applicant online to learn more about their professional background, accomplishments, and other relevant information that can help you assess their suitability for the position.
    • Choose the right location: Choose a quiet, private place for the interview to avoid distractions and interruptions.
    • Set the tone: Start the interview by greeting the applicant and setting a friendly tone. Introduce yourself and explain the purpose of the interview.
    • Ask open-ended questions: ask open-ended questions that prompt the applicant for detailed answers rather than yes or no answers.
    • Listen actively: listen actively to the applicant’s answers and ask follow-up questions to clarify unclear points.
    • Take notes: take notes during the interview so you can remember key points and evaluate the applicant’s answers.
    • End on a positive note: End the interview by thanking the candidate for their time and expressing your interest in their candidacy.

    Using Interview Intelligence

    Using interview intelligence refers to the use of tools, techniques, and strategies to improve the quality and effectiveness of interviews in the hiring process. This can include the use of interview templates, behavioral interviewing techniques, competency-based interviewing, and assessment tools such as skills tests and personality assessments. Interview intelligence can pose inquiries that will provide an overview of the prospective employee’s suitability for the position. By using interview intelligence, hiring managers can make more informed hiring decisions and increase the success rate of their hiring process. Here are some examples of how you can use interview intelligence in your hiring process:

    • Interview templates: Use structured interview templates to guide your interviews and ensure that you cover all the key areas that are relevant to the job.
    • Behavioral interviewing: Behavioral interviewing is a technique that involves asking candidates to describe how they have handled specific situations in the past. This can give you insight into their problem-solving skills, communication skills, and other key competencies.
    • Competency-based interviewing: Competency-based interviewing is a technique that focuses on specific competencies that are required for the job. You can ask questions that are designed to evaluate the candidate’s proficiency in these areas.
    • Assessment tools: Use assessment tools such as skills tests and personality assessments to complement your interviews and gain additional insights into the candidate’s strengths and weaknesses.


    Interviewing is an essential part of the hiring process, and hiring managers must be skilled in conducting effective interviews to make informed hiring decisions. By following the tips and techniques outlined in this guide, you can improve the quality and effectiveness of your interviews and increase your chances of hiring the right candidate for the job. Remember to use interview intelligence tools and techniques to complement your interviews and gain additional insights into the candidate’s fit for the job. With the right preparation and approach, you can make your hiring process more efficient, effective, and successful.

    People also ask

    • What are the 4 characteristics of a good manager?

    To be a good manager, one should have strong leadership skills that inspire the team, effective communication skills, strategic thinking abilities, and adaptability to changing circumstances and challenges.

    • What is the difference between a hiring manager and an HR manager?

    A hiring manager is responsible for identifying and hiring suitable candidates for open positions within their department or team. While an HR manager oversees all aspects of the human resources function across the entire organization, including employee relations, compensation, and compliance with labor laws and regulations.

    • When a manager follows an interview guide but also asks other questions, what type of interview is being used by him?

    When a manager follows an interview guide but also asks other questions, they are using a semi-structured interview approach. In this type of interview, the manager uses a predefined interview guide to ensure consistency and fairness in the interview process. These also have the flexibility to ask additional questions that may arise during the interview. This allows for a more personalized approach to the interview while still maintaining a level of structure and consistency.

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