As Dudley College of Technology Alumni, many of you will find yourselves on the other side of the interview table at some point in your careers. Whether you’re hiring for your own business, as part of a team, or taking on management responsibilities, conducting effective interviews is a crucial skill. It helps you both identify the best candidates and represent your organisation professionally, so mastering this skill can significantly impact your team’s success and career progression. To help you succeed, we’ve created an easy-to-remember guide using a familiar word: A.L.U.M.N.I

 

A: Atmosphere

The atmosphere you create in the interview is critical. A positive, relaxed environment can help candidates feel comfortable, making them more likely to open up and show their true abilities. Start with small talk—simple questions about the weather or a light discussion about their journey can break the ice and reduce nervousness.

Research has shown that candidates who engage in rapport-building small talk often perform better in the rest of the interview. This isn’t just to put them at ease—it also allows you to observe how they communicate in casual settings. Can they build a quick connection? Do they seem friendly and approachable? Remember, you’re hiring someone you’ll spend a lot of time with, so as Richard Branson famously suggested, personality fit is as important as skills.

 

L: Listen Actively

Active listening is one of the most valuable skills you can bring to an interview. When candidates speak, really focus on what they’re saying without interrupting. Take mental (or physical) notes of their key points and ask follow-up questions where appropriate to clarify or explore their answers further.

Active listening doesn’t just help you gather better information—it also encourages the candidate to feel heard and respected. By giving them the space to explain their thoughts fully, you’ll gain deeper insights into how they think, communicate, and approach problems.

 

U: Understand the Role and Candidate

Before the interview begins, it’s essential to do your homework. Understand the job requirements inside out so you can focus on the skills and qualities that are genuinely needed. Review the candidate’s CV and cover letter in advance and make note of any areas that need clarification.

For example, you might want to ask about gaps in employment, discuss specific projects they’ve worked on, or explore how their previous experience is relevant to your role. Preparation is vital to making the interview productive and ensuring you cover all the important points. This step also shows the candidate that you value their time and have taken the interview seriously.

 

M: Mix Up Your Questions

A well-rounded interview relies on a variety of question types. Use a mix of:

Fact-based questions:

• Check details from their CV or previous work
• Examples: Why did you choose this industry? What are your main achievements?
• These ‘warm-up’ questions help ease the candidate into the main discussion

Situational or hypothetical questions:

• Assess how the candidate thinks on their feet
• Example: “What would you do if…”
• While useful for problem-solving assessment, remember candidates might give ‘ideal’ answers

Behavioural questions:

• Focus on past experiences
• Example: “Tell me about a time when you faced a challenge at work”
• Often, a better predictor of future behaviour
• Help you see how candidates have responded in real-life situations

By using a variety of question types, you’ll get a more comprehensive understanding of the candidate’s skills, experience, and potential fit for the role.

 

N: Note Key Points

Taking notes during the interview is crucial for two reasons. First, it ensures that you won’t forget important details when comparing candidates later on. After several interviews, it can be hard to recall who said what without clear notes.

Second, note-taking keeps the interview structured. If you’re following a checklist of key qualities and skills, writing down responses helps you stay focused and gather all the necessary information. When it’s time to make a decision, your notes will allow you to objectively compare candidates based on the criteria that matter most.

 

I: Inquire at the End

Always leave time at the end for the candidate to ask questions. This isn’t just a polite formality—it’s a great opportunity to learn more about their priorities and how they’ve prepared for the interview. Candidates who have done their homework will often ask insightful questions that show they’ve researched your company and understand the role.

This final stage of the interview also allows you to see how the candidate approaches the opportunity. Do they ask thoughtful, meaningful questions about the role or the company culture? Or are their questions vague or generic? A candidate’s curiosity and attention to detail can tell you a lot about how they’ll fit in with your team.

  

To remember the key steps for running a successful interview, think of A.L.U.M.N.I:

• A: Atmosphere – Create a positive, relaxed environment with small talk to put the candidate at ease.
• L: Listen Actively – Focus on what the candidate says and ask follow-up questions to explore further.
• U: Understand the role and candidate – Know the job inside out and review the CV to focus on critical areas.
• M: Mix Up Your Questions – Use fact-based, situational, and behavioural questions to assess different qualities.
• N: Note Key Points – Keep notes during the interview to help compare candidates later.
• I: Inquire at the End—Let the candidate ask questions to gauge their level of interest and understanding.

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Mastering the art of interviewing is an invaluable skill in your professional toolkit. By following the A.L.U.M.N.I. method, you can conduct productive and insightful interviews and create a positive experience for both parties. Remember, like any skill, interviewing improves with practice. Each interview you conduct is an opportunity to refine your technique and become a more effective interviewer.

So, the next time you’re preparing for an interview, think A.L.U.M.N.I., and you’ll be well on your way to conducting a great interview!