> 2) Interviewing is a skill, or really, multiple skills. Reasonable questions, learning how to explore the space around the question, knowing when to lead the

> 2) Interviewing is a skill, or really, multiple skills. Reasonable questions, learning how to explore the space around the question, knowing when to lead the candidate and when to shut up and when to drop the question and move on. Spend some time on training the interviewers. Spend some time on internal reflections on good questions, pooling potential questions and giving guidelines on good and not-so-good answers... I would agree with this so much. I really, really wish companies would spend more money/time on training or preparing interviewers. I've been pushed into being an interviewer for almost a decade, across 4 or 5 companies. Not a single one of them has provided any kind of training. I was a terrible interviewer when I started, and to be blunt, I still don't think I'm a great interviewer; probably mediocre at best. Other random thoughts on things I would like as an interviewer: 1) A small upper limit on the number of interviews conducted per week. 3 a week is too much to sustain. I start resenting doing interviews, and it shows in the scores I assign. 2) Recruiting should sent interview invites that block out the whole hour before the interview. I need time to prepare, and to come down off whatever's going on at work that week, be it good or bad. 3) Scores should be multivariate, and should have some kind of "I like them as a person" score. Even if those scores are going to get discarded, it would ease my mind when I get people who are a little under the technical bar, but who I like as people. It really sucks to give someone you liked a bad score.