Interview Checklist – Employers

🪑 1. Preparation Before the Mock Interview

Prepare the setting and materials:

• Confirm date, time, and location (physical or virtual).

• Select a quiet space free from interruptions.

• Ensure camera, audio, and connection work (for virtual).

• Review the candidate’s resume and job description.

• Have a printed or digital list of prepared questions.

• Determine who will play the role of interviewer(s).

🧠 2. Define Interview Objectives

Clarify the purpose of the mock:

• Are you assessing overall interview readiness or a specific skill area?

• Is this for feedback or formal evaluation?

• Are you simulating a real job opening or using a generic scenario?

• Agree on evaluation criteria beforehand (e.g., communication, confidence, alignment with role).

🎤 3. Conducting the Mock Interview

Simulate a real experience:

• Begin with a polite greeting and short intro.

• Ask a mix of behavioral, situational, and role-specific questions.

• Observe the candidate’s posture, tone, confidence, and structure of responses.

• Allow natural pauses—don’t rush or coach mid-response.

• Encourage follow-up questions or clarification.

• Keep the tone professional but supportive.

📝 4. Evaluation Criteria

Assess key areas using a scoring sheet or notes:

• Communication clarity and confidence

• Relevance of examples (use of STAR format)

• Professionalism in tone and behavior

• Alignment with role expectations

• Ability to handle difficult questions

• Problem-solving or thought process

• Cultural fit and enthusiasm

💬 5. Delivering Constructive Feedback

Share observations that help the candidate grow:

• Start with what the candidate did well.

• Provide specific examples (e.g., “Your answer about teamwork was strong because…”).

• Address gaps with kindness (e.g., “Next time, try to elaborate more on results.”)

• Encourage questions and reflection.

• Offer tips or resources if available.

📩 6. Post-Interview Wrap-Up

Wrap up the session professionally:

• Thank the candidate for participating.

• If it’s part of training, share next steps.

• If you recorded the session (with consent), offer to share it.

• Update internal records or coaching logs if applicable.

• Discuss improvements or final impressions with other interviewers (if a panel).