Four subtle points to add: - Be consistent in what you ask, at least for the initial round(s). Else the candidate comparisons will be invalid. - If different

Four subtle points to add: - Be consistent in what you ask, at least for the initial round(s). Else the candidate comparisons will be invalid. - If different people are involve (i.e., interviewers) make sure they prep as a team. Nothing is more annoying - and a red flag to the interviewee - than getting the same question multiple times across different meetings. It also wastes time. - Along the same lines, when multiple people are involved, be mindful of any post-interview group discussions. Groups create biases (read: group-think). Consistency comes into play again. Prior to a debrief have each interviewer grade the candidate, hbave them form an opinion, then discuss. - Listen carefully. Listen to the candidates' wants and needs. Short term and long. Professionally and personally. This is beyond (culture) fit. I've been W2'ed for more than one role that I was in the immediate a solid fit for. But the ceiling was too low, the decision making too slow. I left both asking, "Why did you hire me?" In short, don't fuck with someone's career/life simple because you're desperate for their skill set. Don't imply a situation that isn't accurate. Yes it happens. Too often.