TIPS FOR INTERVIEWING PEOPLE

1.	Plan till the end	Include time in your plan to check references and make an offer once you have chosen a candidate.
2.	Look ahead	Make sure the job description gives the role context in terms of the organization and the types of challenges and growth opportunities provided.
3.	Know your options	Investigate a variety of recruitment software.
4.	Tap into social media	Build your own profile on a professional social media networking site.
5.	Develop a point system	Decide before the actual interview what different scores will mean in your interviewing matrix.
6.	Examine all areas	If you incorporate complex activities in your interview process, an additional matrix will be necessary to reflect candidates’ performance.
7.	Build in in-between time	Pleasantries take time.  Be sure to plan enough time to welcome each candidate.
8.	Use multiple shortlists	Consider ranking the candidates in separate categories based on key priorities for the job.
9.	Address with care	Address candidates by first names to avoid embarrassment over gender-neutral names.
10.	Remove distractions	Leave behind communications tools or keep them turn-off.
11.	Make the venue accessible	Avoid sending candidates on their own on complicated routes around floors of offices that will look all the same to them.  Appoint an escort to guide them.
12.	Be on time	Be punctual.  Keeping the candidate waiting without a genuine emergency reflects poorly on your organizations.
13.	Value time	While asking verification questions, be careful not to waste valuable time.
14.	Encourage storytelling	To ensure fairness, ask each of the candidates the same questions, but prepare to ask follow-up questions to clarify candidates’ responses or to prompt greater details.
15.	Concentrate on job related questions	Focus on potential recruit’s past achievements, future ambitions, motivations, and what they can bring to your workplace.
16.	Be patient	Fight the urge to interrupt or finish interviewees’ sentences.  Be comfortable with certain amount of silence before moving to the next point.
17.	Gauge interest	Observed the candidates’ interest in the role by their enthusiasm and the eagerness they show in any follow-up.
18.	Plan your strategy	Decide the supplemental assessments needed before you advertise the role.
19.	Include a social event	Hosting a reception or lunch for your candidates will allow you to see how they respond to others away from the assessment environment.
20.	Give feedback	Be sure that feedback on performance is offered to all participants.
21.	Practice discretion	Do take notes during group activities but take discreet approach not to make participants feel that you are waiting for them to make a mistake.
22.	Predict the best developer	Past performance is a strong indicator of future performance.
23.	Support during change	Sometimes a change in values is necessary for an organization.
24.	Make the most of unexpected skills	When a candidate has an unanticipated skill that could be valuable to the organization, consider whether it is needed now or if a new role should be created to incorporate it.
25.	Get in touch with the referees	Follow up reference forms and letters with more direct approach to ensure you get the necessary answers regarding your candidates.
26.	Treat each candidate equally	Choose your language carefully so that no one could build a case for being discriminated against.

Short notes from:

THE BOOK OF MANAGEMENT

The Ten Essential Skills For Achieving High Performance

Darling Kindersley Limited (DKL), Penguin Group (UK)