7 Interview Techniques Employers Must Know and Master

Every interview is a chance to find the right person or to lose one. In today’s competitive job market, Malaysian employers need good intuition and the right interview techniques to identify skills, assess fit, and create a professional candidate experience.

What are Interview Techniques?

Interview techniques are the methods and strategies employers use to conduct interviews effectively, from planning questions to evaluating responses.

They help HR professionals and hiring managers:

Ask the right questions that reveal genuine skills and behaviours.
Create a structured and fair process for all candidates.
Build a positive candidate experience that reflects the company’s values.

In the recruitment process, interviews serve as the bridge between shortlisting and hiring. They verify the information in resumes, test communication and problem-solving skills, and help determine whether the candidate fits your team culture.

Types of Interview Techniques Employers Should Know

Each interview type serves a specific purpose. Understanding the strengths of each technique helps employers choose the right method depending on the job role, seniority, and desired outcomes.

1. Structured Interview

A structured interview uses a standardised question list for all candidates. Every applicant is asked the same set of questions in the same order, and answers are rated based on clear criteria.

This technique can ensure fairness and consistency, so it is easier to compare candidates objectively and reduce unconscious bias.

Let’s say you want to fill a sales role. Each candidates are asked about “Tell me about a time you turned a lost deal into a win. What steps did you take?” You can analyze which candidate answers it best.

2. Unstructured Interview

An unstructured interview feels more conversational. Employers may adapt questions based on how the discussion flows.

It is useful for exploring personality, communication, or motivation, and works best when the interviewer is experienced and knows what to look for.

Despite conversational, the interview should still have guiding topics to avoid going off-track.

3. Behavioral Interview

In a behavioral interview, candidates are asked to describe how they handled real-life situations in the past. The idea is that past behaviour predicts future performance.

Use the STAR method to structure your questions:

S – Situation: What was happening?
T – Task: What was your role?
A – Action: What did you do?
R – Result: What was the outcome?

4. Situational Interview

A situational interview focuses on hypothetical scenarios. It helps assess problem-solving skills and judgment under pressure.

For example, you can ask, “If your team disagrees with your proposal, how would you handle it?” This technique is especially effective for leadership or customer-facing roles, where quick thinking is important.

5. Panel Interview

A panel interview involves two or more interviewers assessing the same candidate. Each panelist may focus on a different area, such as technical skills, culture fit, or leadership.

The panel interview is ideal for roles requiring input from multiple departments. By using this technique, you can have balanced feedback and minimise bias.

When conducting a panel interview, always assign clear roles (lead interviewer, note-taker, etc.) to stay organised.

6. Technical Interview

Used primarily for IT, engineering, and specialised roles, a technical interview tests job-specific skills through live assessments or case studies.

It might involve coding tests, problem-solving exercises, or tool demonstrations. The test is focused on how candidates approach problems, not just the final answer. To ensure the interview runs smoothly, remember to always give clear instructions and time limits to ensure fairness.

7. Group or Peer Interview

A group interview evaluates multiple candidates simultaneously, while a peer interview includes potential teammates in the process.

It is useful for assessing teamwork, communication, and collaboration. In the interview, observe the interactions and leadership tendencies of the candidate. Don’t forget to provide clear guidelines to avoid unnecessary competition among candidates.

How to Prepare for an Interview as an Employer

Good interviews start with good preparation. So, how can HR teams and hiring managers set themselves up for success?

Define Job Requirements and Ideal Candidate Profile

Clarify key skills, experience levels, and personality traits needed for the role.

Prepare a Structured Question List

Mix technical, behavioural, and culture-fit questions. Keep a printed or digital checklist for reference.

Review Resumes Beforehand

Highlight achievements or gaps you want to clarify during the interview.

Set Up a Comfortable and Professional Environment

Ensure the room (or virtual meeting) is quiet, well-lit, and distraction-free. A professional setting reflects your company culture.

In every interview session, always start by introducing yourself, explaining the interview flow, and helping candidates feel at ease. It sets the tone for an open, honest conversation.

Common Interview Mistakes Employers Should Avoid

Even experienced interviewers can fall into common traps. Avoid these mistakes below:

Asking irrelevant or biased questions. Stick to job-related topics. Never ask about age, marital status, or religion.
Not preparing properly. Lack of preparation can lead to repetitive or vague questions. Review the role and the candidate’s profile in advance.
Dominating the conversation. Give candidates time to speak. You’ll learn more when you listen.
Failing to communicate next steps. Leaving candidates hanging creates a negative impression of your brand.

How to Evaluate Interview Performance

To ensure the evaluation after the interview process is fair, data-driven, and defensible if challenged, employers can use the steps below:

Use a Scoring Rubric

Assign scores (1–5) for key competencies such as communication, technical ability, and teamwork.

Compare Candidates Objectively

Use the same evaluation sheet for everyone. Discuss the scores in a hiring meeting before deciding.

Document Everything

Keep notes or digital records to justify decisions, especially for high-stakes or competitive roles.

HR Checklist: Effective Interview Techniques for Employers

Use this quick checklist to keep your interviews consistent, compliant, and candidate-friendly:

Interview Techniques Checklist

□ Start with introductions and light questions to ease tension.

□ Use open-ended questions that encourage detailed responses.

□ Apply the STAR method for behavioral interviews.

□ Listen actively. Don’t interrupt or rush answers.

□ Observe tone, confidence, and non-verbal cues.

□ Keep structured notes for all candidates.

□ Ensure each candidate gets equal time and similar questions.

□ Summarize the discussion and explain the next steps at the end.

Post-Interview Process

After the interview ends, whether accepted or not, relationship between employer and candidate must be managed properly. The reason is you might be looking for the candidate again if get rejected.

Communicate Decisions Promptly.

Send confirmation or rejection emails within one week, if possible.

Send Thank-You or Follow-Up Messages

Appreciating a candidate’s time reflects well on your company. Collect feedback from interviewers and candidates to continuously improve your process.

Keep a Talent Pool

If a strong candidate isn’t selected, keep their details for future roles. This reduces future hiring time and cost.

FAQs

What are the most effective interview techniques for HR in Malaysia?

Structured and behavioural interviews tend to produce the most reliable results. They combine fairness, objectivity, and depth in evaluating candidates.

How do I structure interview questions fairly?

Prepare a standard list based on job requirements and ask each candidate the same core questions. Use follow-ups to clarify, not to change direction.

Can I record an interview for internal evaluation?

Yes, but only with the candidate’s consent. Make sure recordings are securely stored and comply with Malaysia’s Personal Data Protection Act (PDPA).

What questions should be avoided during an interview?

Avoid personal or discriminatory questions related to gender, family, race, or religion. Keep the conversation focused on skills and experience.

How can employers ensure a positive candidate experience?

Be respectful, punctual, and transparent about timelines. Treat interviews as two-way conversations where both parties learn about each other.

How do I train my team to conduct interviews effectively?

Organise short internal workshops covering questioning skills, STAR-based evaluation, note-taking, and bias awareness. Use mock interviews for practice.

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