English for Hiring Managers: How to Conduct a Job Interview in English

You’ve got a stack of CVs from strong candidates. Their experience checks out. Their qualifications shine. But when you sit down to interview them in English, everything feels stiff. You stumble over questions. They misunderstand you. The whole conversation turns awkward.

I’ve seen this happen dozens of times. The problem isn’t the candidate. It’s the lack of a clear, repeatable structure for conducting the interview itself.

If you’re a hiring manager who isn’t a native English speaker, here’s a straightforward approach to run an interview that’s fair, efficient, and actually tells you what you need to know.

Build a three-part structure

Most interviews fail because they drift. You start with small talk, jump into technical questions, then circle back to something you forgot. The candidate gets confused. You lose track.

Keep it simple. Divide the interview into three clear phases:

1. Warm-up (5 minutes) – Put the candidate at ease.
2. Core questions (20–25 minutes) – Get the information you need.
3. Leave time (5 minutes) – Let the candidate ask questions.

Here’s what that looks like visually:

Stick to this flow. It gives both you and the candidate a mental map.

Ask the right questions – and phrase them simply

The biggest mistake I see? Hiring managers use complex, layered questions that confuse non-native speakers. You don’t need to test their English. You need to test their skills.

Avoid questions like:
“If you were to hypothetically encounter a situation where stakeholder expectations diverge from the project roadmap, how would you navigate that dynamic?”

That’s not an interview question. It’s a puzzle.

Use clear, direct questions instead:

• “Tell me about a time a project went wrong. What did you do?”
• “How do you handle a difficult teammate?”
• “What tools do you use to manage your daily tasks?”

Notice the difference. Short, plain English. Specific enough to get a real answer, but simple enough for someone at B2 level to understand immediately.

If the candidate hesitates, don’t rush to rephrase. Wait five seconds. Often they’re just processing, not struggling.

Observe communication, don’t judge it

Here’s a truth that surprises most managers: a candidate with imperfect English can still be your best hire. Grammar mistakes don't equal incompetence.

What you should watch for:

• Clarity – Can they explain their idea, even with simple words?
• Confidence – Do they ask you to repeat when they don’t understand?
• Adaptability – If you simplify your question, do they pick it up immediately?

Someone who asks “Sorry, can you say that again?” is showing you they care about getting it right. That’s a green flag, not a red one.

Give candidates a fair chance

Before the interview, send a short email in plain English explaining:

• How long the interview will last
• What format it follows (e.g., “I will ask 5 questions, then you can ask yours”)
• Whether there will be any technical tests

This small step reduces anxiety and helps candidates prepare. It also makes you look professional and considerate.

A quick checklist before you start

• Prepare 5 core questions in simple English
• Write a short intro script (greeting + format explanation)
• Plan a 2-minute warm-up topic (weather, commute, something neutral)
• Keep a clock visible – don’t overrun

That’s it. No need for perfect English from your side either. Just clear, kind, and structured.

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You don’t need to be a language expert to run a good interview in English. You just need a system, a bit of empathy, and a willingness to communicate simply.

Want to check your own English level before your next round of interviews? English Measure offers a free, full-skill test covering Reading, Listening, Writing, and Speaking. Know where you stand, and build the confidence to lead better interviews.

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