1. I'd know the Job Description pretty intimately, it's likely I wrote it, or a large part of it. 2. Spend about 30 minutes reviewing the CV. There's always

1. I'd know the Job Description pretty intimately, it's likely I wrote it, or a large part of it. 2. Spend about 30 minutes reviewing the CV. There's always a story. Career gaps are fine, constant progression is fine. That's the beginning of the conversation. If I'm inviting someone for an interview that's going to be 1-2 hours of my time, potentially more, and likely 1-3 others' time too, so 30 minutes seems minimal prep time. I feel quite excited at each opportunity to meet someone new. 3. I don't care for looking up someone's social media and judging them on that. 3rd parties do background checks verifying identity, that's fine. Also, Prefer one-step interviews. Multiple stages suggest internal chaos - a lack of ability to decide who's in control. I'm hiring manager, I hire. Sometimes I may hire for another team who's manager is 'very busy'. I hate that. People are the most important asset of any team - team, the clue's in the name. HR are at an arms's length for sourcing the individual and doing paperwork on hiring and legality. In employing people you're taking responsibility for their lives, and they're making a commitment to you - their mortgage, potentially kids and dinner time conversations about their new job, potentially life if relocation. Don't play with people's lives because you're 'very busy' to only spend 5 minutes on a CV. Also x2, I'd always escort someone out, wishing them a good day. For confirmed hires I'd walk them around the office to meet the team before on-boarding, see their new desk or room, that's important too.