Job interview shaking hands

6 clever Job interview techniques for employers

Interview Tips

In the manufacturing industry, conducting an effective job interview process is crucial to finding the right candidate. This article explores six clever interview techniques that can help manufacturing employers make informed hiring decisions. By understanding the right questions to ask and employing competency-based interview questions, you can uncover the true potential of your candidates.

1. Utilise Competency-Based Interview Questions

Focusing on Skills and Experience

Competency questions are vital in assessing a candidate's ability to perform the tasks required for a manufacturing role. These questions should relate directly to the job description and allow the interviewee to demonstrate their skills through past experiences.

Example Questions and What to Look For

Ask questions like, "Can you provide an example of a time you improved a manufacturing process?" This allows you to assess their problem-solving skills and experience with process improvement.

2. Include Scenario-Based Questions

Testing Problem-Solving in Real-Time

Scenario-based questions present hypothetical situations to candidates, giving you insight into their problem-solving and decision-making skills. For instance, "How would you handle a sudden breakdown of a key machine on the production line?"

Evaluating Responses

Look for answers demonstrating a logical problem-solving approach, staying calm under pressure, and a solid understanding of manufacturing processes.

3. Assess Cultural Fit

Understanding the Candidate's Fit within Company Culture

Evaluating a candidate's fit within your company culture is as important as assessing their technical skills. Questions about teamwork, communication, and work ethic can help determine if they will thrive in your organisation.

Questions to Ask

Inquire about their experience working in teams and their approach to communication in a manufacturing setting. This can reveal much about their interpersonal skills and ability to integrate into your team.

4. Explore Long-Term Goals and Commitment

Gauging Long-Term Potential

Understanding a candidate's long-term professional goals can help you determine if they view the position as a stepping stone or a long-term career opportunity. Ask about their short-term and long-term goals and how they align with the role and your company.

What to Look for in Responses

Seek candidates whose long-term aspirations align with the growth and values of your organisation. This alignment often indicates a higher level of commitment and potential for long-term tenure.

5. Use the STAR Technique for Structured Responses

Encouraging Detailed Answers

The STAR (Situation, Task, Action, Result) technique can help structure the interview and elicit detailed and relevant responses. When asking competency-based questions, prompt candidates to use this format to provide comprehensive answers.

Advantages of the STAR Technique

This approach helps the interviewee articulate their experiences more effectively and allows you, as the interviewer, to understand better their competencies and how they approach challenges.

6. Keep Up to Date with Industry Trends

Staying Relevant to Your Questions

As a manufacturing recruiter or hiring manager, staying up to date with industry trends is crucial. This knowledge lets you ask questions about current manufacturing technologies and practices.

Tailoring Questions to Current Trends

Please inquire about the candidate's familiarity with recent advancements in manufacturing technology or their experience with industry-specific software. This helps assess their ability to adapt and embrace new technologies and methods.


These six clever interview techniques can significantly enhance your ability to identify the best candidates for your manufacturing roles. Each technique offers a unique insight into each candidate's potential, from delving into competencies and real-life scenarios to assessing cultural fit and long-term goals. By staying informed and prepared, you can make the hiring process more effective and find the ideal candidate for every role in your manufacturing organisation.