Suggestions shared by [[Alex Kohlhofer]]: ## Before the interview: * Have a topic / area that you are trying to find out about ahead of time. Ask the hiring manager or fellow interviewers for guidance * Make sure you do not pursue the same line of questioning as somebody else unless it is intentional * Remember that the whole purpose of the exercise is that you want to assess the candidate AND share that assessment so it can contribute to a firm decision. * Have some specific questions ready to do kick off the script below * Have a few default safety questions ready if you run out. You can re-use :) ## At the beginning: * Be on time! * Make the candidate comfortable (offer water, break, etc). Courtesy check how it has been going so far… etc.. * Take a lot of notes and tell the candidate beforehand that you will do that and ask if that is ok? (nobody will ever say no) * Invite questions, also make it clear that you aim to make room for some free form QA at the end. ## During * Do not ask yes/no questions. * If you get yes/no answers anyway ask for more details. * Take notes. Notes are critical. CRITICAL. * Don’t do all the talking (unless you love the candidate at which point you NEED to switch to sales mode) ## At the end * Thank the candidate. * Tell them what is going to happen next (who/when, etc..) ## After * Do not discuss the interview or the candidate with other interviewers until you review together. This is critical to not color your initial assessment prematurely * Transcribe your notes if helpful * Feel free to share your impression with the hiring manager and suggest what to follow up on if anything in his/her session.