• Prepare an interview guide with space to take note of relevant information
• Put the candidates at ease by greeting them and escorting them to the interview location
• Don’t judge on first impressions, evaluate their capabilities and potential before you make any judgement

• Tell the candidate a little about the job, summarising the position, responsibilities, reporting structure, key challenges and performance criteria
• Start with low-key questions
• Plan your questions, but be flexible according to what the candidate tells you
• Listen carefully; spend about 80% of the time listening and 20% talking
• Write down key accomplishments, good examples and other information to help you remember and evaluate each candidate fairly
• Invite questions, especially for senior level employees, to help you understand why they want to join your organisation
• Follow legal guidelines by only asking questions that relate to the job
• Present a positive impression of your company

• Let the candidate know what follow-up they can expect and when
• Conduct subsequent interviews where necessary, to include deeper questioning, psychometric profiling, or role play exercises
• Base your hiring decision on an honest evaluation of each candidate’s capabilities

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Copyright (C) 2007 Alain Georgette / Copyright (C) 2006 Frantisek Hliva. All rights reserved.