Interview Training: Effective Interviewing SuccessÂ
How well do your ministry’s employees work together? A strong team fosters collaboration, innovation, and overall productivity, making thoughtful hiring decisions crucial for long-term success.  UMC Support has outlined some interview tips to help you throughout the process, helping you with best practices to make smart hiring decisions.Â
Consistency – by applying consistent practices, you will create a fair, equitable, and efficient interviewing process that helps you select the best candidate for the job.Â
All candidates should be evaluated on the same criteria, making comparisons straightforward.Â
Standardized questions help mitigate personal biases that influence the interview process.Â
Focus on competencies and experiences relevant to the job.Â
Allow room for follow-up questions based on responses.Â
Having a set list of questions allows for easier scoring and quicker decision-making.Â
Establishing what you want to know from candidates creates clear expectations for the role.Â
Greeting & Introduction – create a supportive atmosphere that can lead to more genuine interactions and better insights into the candidate’s fit for the role.Â
Introduce yourself to set a professional tone and show respect for the applicant.Â
State your name and title.Â
Confirm and acknowledge the applicant’s name to show you value their identity.Â
Smile and make eye contact to show warmth, openness, and foster a friendly environment.Â
Welcome them and thank them for coming and expressing an interest in the company.Â
Let them know you are looking forward to learning more about them and discussing how they might fit into the ministry.Â
Clearly layout the interview format to provide clarity and comfort for the candidate.Â
Allowing for Silence – incorporating silence into the interview process creates a more thoughtful and engaging dialogue that can enhance the quality of the conversation.Â
Silence can be beneficial and allows the candidate time to reflect and articulate their thoughts more clearly.Â
Silence helps to promote deeper insight and allows time for candidates to expand on their answers.Â
Use non-verbal cues such as nodding or maintaining eye contact to encourage candidates to continue speaking.Â
Reassure the candidate if the silence is prolonged to take their time.Â
Note Taking – allows the interviewer to capture important details while maintaining engagement with the candidate.Â
Capture key information by writing down important points to help remember crucial details.Â
Jot down keywords or phrases that capture the essence of their response.Â
Reference your notes to ask clarifying questions or delve deeper into specific topics.Â
After the interview, take a few minutes to flesh out your notes while the conversation is still fresh in your mind.Â
Following the Interview  Â
At the end of the interview, after you have completed your questions and discussed the role, invite the candidates to ask their own questions.Â
Inform the candidate of the expected timeline for decisions.Â
Specify how candidates will be notified, whether by email, phone call, or another method.Â
Communicate the expected start date to candidates.Â
If applicable, provide context such as a training schedule, travel, or project timeline.Â
Encourage the candidate to discuss any potential scheduling conflicts.Â
Communicate possible next steps in the hiring process to the candidate.Â
Inform candidates that reference checks will be conducted for finalistsÂ
If relevant, mention any assessments or tests that candidates may need to complete.Â
Thank the candidate for their time and effort to foster a positive experience.Â
Be sincere and acknowledge their effort and time spent in the process.Â
Be mindful to end on a positive note to leave a good impression.Â
Offer a friendly farewell such as: ‘have a great day’ or ‘it was nice meeting you’.Â
Note Review – Interview notes should be factual to reflect the applicant’s true response, which is critical for making a fair evaluation and assess qualifications objectively.Â
Factual notes provide documentation in case of disputes regarding hiring decisions, demonstrating that the process was conducted fairly and without bias.Â
Do not add in any personal interpretations or opinions.Â
Avoid any subjective remarks or impressions about the candidate.Â
Only provide job-related information that provides clear insight into the candidate’s skills, experiences, and fit for the role, aiding decision-makers in their evaluation.Â
Note job-specific skills that are relevant to the position.Â
Record experience that aligns with the job requirements.Â
Document any relevant educational background or relevant certifications.Â
Note specific behavioral responses that demonstrate the candidate’s ability to problem solve or their teamwork skills as they relate to the position.Â
Best practice is to keep interview notes for at least one year for several reasons:Â
Documentation to show how decisions were made based on objective criteria.Â
Notes can be useful for recruitment efforts, helping to inform decisions about candidate suitability and improving the interview process.Â
Keeping notes allows for reflection on the hiring process, helping to identify areas for improvement in future interviews.Â
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Investing time and effort in the selection process pays off in creating a cohesive and motivated workforce. By implementing these insights, you can make confident decisions that benefit both your team and your ministry’s mission.
For more support on recruiting, hiring, and selecting the right candidates, explore our additional resources:Â