Hiring isn’t just ticking boxes – it is finding someone whose skills and spirit align with your organisation. The techniques you use to interview candidates are pivotal in predicting job success, team fit, and long-term retention. In fact, structured interviews – those with the same set of questions and scoring rubric – are proven to be significantly more reliable than unstructured conversations.
But with options like behavioural, situational, competency-based, and even tech-enhanced interviews, how do you choose? This guide will walk you through the most effective methods, enriched with examples and expert advice to help you make the right choices as you build your team.
1. Structured vs. Unstructured Interviews
- Unstructured: Conversational and flexible, but prone to bias.
- Structured: Delivers consistency – opening questions stay the same, evaluation criteria work across applicants. Google pioneered this approach to reduce bias and improve selection accuracy.
For Nigerian SMEs wanting fairness and comparability, adopting structured interviews ensures every candidate is assessed equally.
2. Behavioural and Situational Techniques
- Behavioural: Ask candidates to share past experiences – “Tell me about a time you solved a complex problem.”
- Situational: Pose hypothetical challenges – “What would you do if a project deadline was unexpectedly shortened?”
Combining both is recommended. Use the STAR method (Situation, Task, Action, Result) to help candidates structure concise, relevant answers. This method uncovers real-world problem-solving and resilience.
3. Competency-Based Interviews
Rooted in objectively measuring specific skills like leadership, communication, and technical ability, this approach first identifies key competencies then builds questions around them.
High-growth Nigerian fintechs like Paystack reportedly employ this to ensure candidates fit both skill and culture.
4. Task-Based and Case-Study Interviews
These simulate actual job scenarios – a sales pitch, an Excel analysis, or a product improvement idea. Joloda Hydraroll’s HR manager notes task-based assessments reveal true alignment with role scope.
Nigerian agencies like Jobberman sometimes test candidate digital literacy with real-world tasks during final interviews.
5. Panel and Group Interviews
These involve multiple interviewers or candidates. They are efficient for evaluating team dynamics, communication, and leadership under pressure.
In Lagos-based consultancies, panel interviews are common to bring diverse perspectives and reduce subjective bias.
6. Video and AI-Assisted Screening
AI tools now help screen resumes and video interviews before the human touch. Unilever increased screening efficiency significantly with recorded video responses.
Candidates from remote parts of Nigeria appreciate the convenience, provided it is accompanied by clear prep instructions and tested systems.
7. Communication and Presence: Soft Skills Count
Research shows an interviewee’s first impression matters deeply – the first 30 seconds can set the tone. Hiring managers should also assess non-verbal cues, listening skills, and emotional intelligence.
Some interviews often start with “small talk” – use this to assess engagement and mindset.
8. Preparing the Right Questions
Craft questions tailored to role requirements:
- Open-ended: “Can you describe a time…?” reveals depth.
- Follow-up: Keep probing – “What challenges did you face?”.
- Candidate’s turn: Ask thought-provoking questions like “What success looks like in this role?” .
The latter provides insight into candidates’ motivations and company fit.
9. Environment & Rapport
A calm, professional setting helps candidates shine. During remote interviews, ensure clean backgrounds and stable internet – something candidates and interviewers increasingly appreciate.
Start with a warm introduction, put candidates at ease, and foster a two-way conversation.
10. Mitigating Bias & Relying on Data
Human biases (halo, confirmation, decision heuristics) persist – structured formats and standardized scoring can greatly reduce them.
Use scorecards tied to competencies. Debrief with a panel to ensure consensus and consistency.
11. AI and Tech‑Driven Assessments
Companies are adopting:
- Behavioral evaluation tools
- Cognitive and situational simulations
- Video analytics that spot tone, speech, and body language patterns
But caution remains necessary – AI should complement human evaluation, not replace it.
12. Pre-Interview Preparation
Conduct mock interviews using peers or online tools like Prepfully – many find this boosts confidence and performance.
For Nigerian job seekers, refining responses with local mentors or platforms enhances authenticity.
Bringing It All Together – A Nigerian SME Example
A Lagos-based agritech firm revamped their hiring using:
- Structured competency framework
- STAR & practical tasks
- Panel interviews with cross-functional input
- Tech screening for remote applicants
- Standardized scoring sheets to reduce bias
Results? Better role alignment, higher retention, and a more cohesive team culture -rooted in clearer expectations and evaluations.
Conclusion
Deciding your interview technique is both an art and science – and adopting structured, competency-based, scenario-driven interviews with active listening and standardized scoring is proven to elevate hiring success.
As Nigerian businesses embrace these methods and blend them with global best practices such as Google’s structured models and Unilever’s tech-enhanced screening, they build talent pipelines that truly fit.
Hiring is investment, and choosing the right interview techniques is how you maximize that return. Let your approach be intentional, inclusive, and aligned with your company’s values – and you will find not just employees, but future leaders.
