How To Conduct a Job Interview

Shake the candidate’s hand and put them at ease by personally escorting him or her to the interview site, asking if they need anything, like a glass of water or a place to hang their coat, on the way.

Begin by describing the position and its responsibilities. That way, if there is something the applicant finds unacceptable, like having to remember how many sugars you take in your coffee, you’ve saved both of you a lot of time.

Limit clichéd questions like “What are your weaknesses?” Some standard questions might be helpful, but don’t feel like you have to ask all the questions that everyone expects.

Ask behavioral questions that require the applicant to tell how they once reacted in a specific situation, like, “What was an instance where someone you relied on let you down professionally, and what did you do?”

Try to determine what they’re most qualified to do, and what they want to do—other than get this job. After all, they might be smart and talented, but better suited elsewhere. Ask where they see themselves professionally in 10 years.

Ask the candidate if he or she has any questions or concerns. Let’s face it: the applicant is also interviewing you.

Let the person know where things stand—such as whether you’re interviewing lots of candidates—and when they can expect to hear one way or another. It’s unprofessional to leave applicants dangling—even unqualified ones.