Hiring Manager Interview Guide
Simple & Smart Hiring: An Interview Guide for Hiring Managers
At EnU Careers, we understand how challenging hiring can be — especially for leaders wearing many hats. This guide is designed to support a consistent and professional interview experience — for both you and the candidate. It outlines each phase of the interview, with clear instructions, examples, and guidance on what to look or listen for.
Use it, customize it, and keep it close — we’ve built it with your real-world challenges in mind.
Introduce Yourself
Purpose: To create a welcoming environment and build rapport. This helps ease nerves and makes the conversation feel more human and engaging.
What to Include:
Your name and title
How long you’ve been with the company
A high-level overview of your role
One brief personal detail (to create a connection)
Example Script:
“Hi, I’m [Your Name], and I’m the [Your Title] here at [Company]. I’ve been with the company for about [X time], and I currently oversee [brief explanation of your team or function].
Something personal—outside of work, I’m really into [e.g., hiking, cooking, coaching youth soccer], which helps me recharge.
I’m excited to get to know you today and to learn more about your background.”
Set Expectations for the Interview
Purpose: Outlining the structure up front helps the candidate understand what’s coming, reduces anxiety, and helps keep the interview on track.
What to Say:
Let the candidate know what the conversation will include (introductions, company/role overview, questions, time for them to ask questions, and next steps).
Example Script:
“Here’s how we’ll spend our time today: I’ll start by asking you to tell me a bit about yourself. Then I’ll share some information about the company and the role. After that, I’ll ask a mix of questions—some about your experience, some specific to this role, and some scenario-based. At the end, I’ll leave time for your questions and then we’ll wrap up by talking about what you can expect next.”
Ask the Candidate to Introduce Themselves
Purpose: This gives the candidate space to tell their story in their own words. It sets the tone for a two-way conversation and gives you an early sense of communication style and professional background.
Prompt:
"To begin, could you share a bit about your background, experience, and what led you to pursue this opportunity?"
What to Look/Listen For:
How they describe their experience
Relevance to the role
Their motivations and what they prioritize in their career
Share High-Level Information About the Company
Purpose: Even if the candidate has done research, this is your opportunity to reinforce your company’s culture, values, and strategic direction. You’re setting the tone for what it feels like to work there.
What to Include:
Brief overview of the company’s mission or what it does
High-level goals or initiatives
Cultural highlights (collaboration, innovation, customer focus, etc.)
Example Script:
“At [Company], we’re focused on [what you do or why the company exists]. We’re currently investing in [mention any key growth areas, products, or initiatives].
What makes us unique is [share a cultural value or approach—e.g., how we collaborate, our leadership principles, our focus on people].”
Provide a High-Level Overview of the Role
Purpose: The candidate needs to understand the purpose and context of the position before being evaluated on it. This part gives them clarity and helps them mentally frame the questions that follow.
What to Cover:
Why the role is open (e.g., new headcount, backfill, growth)
Key responsibilities or focus areas
Who they’ll work with (e.g., cross-functional teams, direct reports, stakeholders)
Example Script:
“This role is open because [brief explanation]. The person in this position will be responsible for [key responsibilities or deliverables].
They’ll work closely with [teams or departments], and we’re really looking for someone who can [desired outcome or skillset].”
Ask Interview Questions
This portion of the interview is where you assess the candidate’s fit for the role. Use a mix of experience-based, role-specific, and behavioral questions to get a well-rounded view of the candidate’s capabilities.
a. Experience-Based Questions
Purpose: Understand the candidate’s relevant background and how their past work aligns with your needs.
Examples:
“Can you walk me through your experience with [specific tool or process]?”
“What is a recent professional achievement you’re most proud of?”
What to Look For:
Scope of work and level of ownership
Relevance to the responsibilities of this role
Patterns in their career choices or achievements
b. Role-Specific or Technical Questions
Purpose: Assess whether the candidate has the necessary skills and knowledge to succeed in this role.
Examples:
“How do you approach [specific task or responsibility]?”
“What tools, systems, or methodologies have you used in similar roles?”
What to Look For:
Depth of technical knowledge or domain expertise
Ability to solve problems and apply experience in a new context
Potential learning gaps (can they be coached?)
c. Behavioral Questions (Using the STAR Method)
Let candidates know up front that you’ll be asking situational questions and that STAR is a helpful format for responding. You can even prompt them mid-answer to help structure their thoughts.
Purpose: Behavioral questions help you understand how the candidate has handled real-world situations in the past—often the best predictor of future performance. Encourage candidates to respond using the STAR method:
STAR Method Explained:
S = Situation – What was the context?
T = Task – What was the goal or challenge?
A = Action – What did they personally do?
R = Result – What was the outcome?
Behavioral Question Examples:
“Tell me about a time you had to deal with a difficult client or stakeholder.”
“Describe a situation where you had to make a decision with limited information.”
“Give an example of a time when a project didn’t go as planned—how did you handle it?”
What to Listen For:
A clear situation and task
Their specific role and actions (listen for use of 'I' instead of 'we' — you want the person to clearly articulate what they specifically did, not what their team or group did).
Tangible results (metrics, learnings, changes)
Self-awareness and reflection
Follow-Up Prompts (if the STAR answer is incomplete):
“What specifically was your role?”
“How did you approach that challenge?”
“What was the final result or impact?”
“What would you do differently next time?”
Using the STAR method helps you ask better follow-up questions and helps the candidate give you more focused, relevant answers. It also makes comparing candidates more objective.
Provide a More Detailed Overview of the Role
Purpose: Now that the candidate has shared their background, this is your chance to go deeper into the position. Be honest and clear—this helps ensure a mutual fit.
What to Cover:
Typical day or week in the role
Expectations in the first 3-6 months
How performance is measured
Opportunities for growth
Example Script:
“To give you a better sense of what the role looks like day-to-day, here’s what a typical week might involve… [detail tasks, meetings, collaboration].
In the first few months, we’d hope you’re able to [mention key milestones]. Longer term, there’s an opportunity to [mention stretch goals or career growth].”
Invite Questions from the Candidate
Purpose: This is not just a chance for the candidate to learn more—it also gives you insight into what they value and how engaged they are.
Prompt:
“What questions do you have for me about the team, the role, or the company?”
What to Listen For:
Curiosity and preparation
Prioritization (e.g., culture, leadership, career path)
Thoughtfulness or enthusiasm
Share Next Steps in the Process
Purpose:
Clarifying what happens next ensures a respectful and transparent candidate experience. Even if you decide not to move forward, the candidate should leave feeling appreciated and informed.
What to Say:
What the next step is (e.g., second round, team interview, final decision)
When they can expect to hear back
Who will be in touch
Example Script:
“Thanks again for taking the time to speak with me today—I really enjoyed our conversation. From here, [explain next step—e.g., our team will meet to debrief and we’ll get back to you by the end of the week]. Either way, we’ll follow up and keep you informed.”
Final Reminders for Managers:
Be present. Avoid multitasking during the interview.
Take notes. Write down key details to support your evaluation and follow-up.
Be consistent. Ask all candidates the same core questions to ensure fairness.
Be honest. Don’t oversell or sugarcoat the role. The goal is mutual fit.
