As a hiring manager, working with other hiring managers, mainly on the interview side: Job description: Write it out. Hopes and expectations. Be honest when

As a hiring manager, working with other hiring managers, mainly on the interview side: Job description: Write it out. Hopes and expectations. Be honest when certain experience doesn't really matter. Copy and paste general descriptions of the team's responsibilities are not enough. Be specific where specific skills are needed, and be general but guiding where job development paths are possible. Speed: You're playing with people's lives. They depend on you for a job. Get your responses out quickly, and don't insist on interview upon interview. If you're not prepared enough in the initial interview to offer the candidate the position after interviewing all other candidates (within a week), make sure the second interview is for a well thought out alternate position. An organization that has 3rd or 4th placed interviews has no respect for a candidate, IMHO, or is poorly planned, or basically doesn't know what it is doing. Don't make it a competition with 2 to X people in the same room, especially as some of who are in the room may know each other, or know of each other. You simply don't know the relationships of the people seemingly competing 'independently'. If you need to test team work with elementary school style tasks like how to a bridge out of 4 rolls of newspaper, and I don't think you do, do it with the existing team and the candidate, and analyze the team as much as the candidate.