Form your dream team: How to conduct an effective interview?

When it comes to hiring, we often hear advice tailored to job seekers—how they should prepare, present themselves, and impress their interviews. But what about you, the interviewer? Conducting effective interviews is an art and a science. The way you approach this task directly impacts the strength and cohesion of your team. So, how do you refine your interviewing skills to form the best team possible?

​Let’s introduce the FABRIC Framework for impactful interviews. This actionable guide will help you structure your approach, identify the right candidates, and set the foundation for a stellar team.

1. Focus on Role Alignment

According to Forbes, structured interviews—where questions are predetermined and consistent—are 81% more predictive of job performance than unstructured ones. Start by aligning your questions with the job’s key requirements. What skills, experiences, and qualities are essential? What gaps is this new hire expected to fill?
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Tip: Create a structured scorecard that lists the core competencies required for the role. This ensures that every candidate is evaluated against the same criteria, minimizing bias.

2. Start with Cultural Fit, end with Cultural Add

During the recruitment process, you may often seek candidates aligned with your organization’s values – a cultural fit to ensure they will stay longer and adapt better in company. However, instead of limiting your recruitment to those who fit the status quo, consider hiring “culture contributors” who bring a unique “cultural add” to your team. As they can not only reflect the value of your firm but also bring a new perspective to diversify the workplace.

 A McKinsey study found that diverse teams are 35% more likely to outperform non-diverse ones. Ask yourself: What fresh perspective can this candidate bring to our team?

Tip: Move beyond surface-level questions like “What are your strengths?” Instead, ask behavioral questions like, “Tell me about a time you faced conflict in a team and how you resolved it.” These provide insight into how the candidate’s values align with your company’s culture.

3. Build a Connection

Interviews can be nerve-wracking for candidates, and a tense atmosphere may prevent them from showing their true potential. Creating a comfortable environment not only helps the candidate relax but also gives you a clearer picture of who they are.
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Tip: Start the conversation with an icebreaker. Share a bit about your journey within the company or something relatable about the team.

4. Review for Potential, Not Just Experience

While past experience is an indicator of skill, a candidate’s potential for growth is often a better predictor of long-term success. Look for signs of adaptability, problem-solving skills, and eagerness to learn.

Tip: Ask forward-thinking questions, such as, “If you were to join our team, what’s one process you’d like to improve, and how would you approach it?” This helps gauge their ability to innovate and contribute.

5. Incorporate Feedback Loops

The best interviewers are learners themselves. After every interview, reflect on what went well and what didn’t. Seek input from colleagues involved in the hiring process. A study by Glassdoor shows that companies with well-structured hiring processes improve their quality-of-hire metrics by 23%. 

​Tip: Hold a debrief session with your team post-interview. Did everyone observe the same strengths and weaknesses? Consistent feedback loops improve decision-making and help you refine your interviewing approach over time.

6. Communicate Clearly

Throughout the interview process, transparency is key. Make sure candidates know what to expect at every stage and how long it will take. Clear communication reflects your company’s professionalism and builds trust.

​Tip: After the interview, provide feedback—even if it’s a rejection. A LinkedIn survey revealed that 94% of candidates want feedback if they’re turned down. Thoughtful feedback fosters goodwill and enhances your employer brand.

Building high-performing teams

Interview is both an art and a science, and the approach you take can significantly influence the cohesion and success of your team. Through Leadership 4.0: Becoming an Effective Manager and Leader course, you'll learn how to master these strategies, allowing you to identify the right talent and build high-performing teams. With consistent feedback loops and a refined approach, you’ll be better equipped to lead with confidence and inspire success within your organization.

Besides, these are useful tips if you want to cultivate your skills as a leader:

1. Leadership Development Guide: Watch Strategy (Yes, it's Free)
   
2. Process Improvement Toolkit: Download PDF (Yes, it's Free)
   
3. Workforce Flywheel Framework Training: Watch here (Yes, it's Free)
   
4. Tools for HR Leaders Access Here (Yes, it's Free)
   

Leadership 4.0 Becoming an Effective Manager and Leader Here (Yes, this is exclusive)

Author information:
Xuan Mai
Passionate Learning & Program Officer
VSHR Pro Academy​