Conducting an Interview
Trust your instincts and pay attention to red flags. However do not rely too much on your "gut". Pay attention to your subjective reaction but then be open to information that contradicts your "impressions".
Beware of inconsistencies. For example, if a candidate is interviewing for a position that pays significantly less or is levels beneath their prior positions. Take time to understand why. There may be good reasons you did not anticipate or it may be a "do not proceed" signal.
It is far more difficult and expensive to correct a "bad hire" than taking the time to hire the right person. Don't rush the process because you’re under pressure to get somebody on board quickly.
Have a consistent interview approach. Have the same people interview each candidate. In addition to the hiring manager, use peer-level and subordinate-level interviewers for varied perspectives.
After the Interview
Get interviewer feedback by email immediately following the interview so you get unfiltered, unbiased feedback. When interviewers begin to discuss candidates, opinions begin to change and peer pressure sets in.
Preparation