I'm also disappointed that so many comments above do not engage with the information in the article. I, too, found this to be a thoughtful and helpful piece. A

I'm also disappointed that so many comments above do not engage with the information in the article. I, too, found this to be a thoughtful and helpful piece. Along the parts I liked -- Using "calibrated" questions that you have used before and know how far people get with. Focusing on a specific accomplishment or area of strength of the candidate to probe. (As opposed to choosing something from the resume that, say, the interviewer was most comfortable with, or that the interviewer found interesting.) Paying attention to preparing the interviewers, so they know why the candidate is being considered, they know why they are on the interview list, and they are experienced enough with interviewing to give a useful opinion.