Interview process

Review resumes against job requirements. Look for relevant experience, skills match, and career progression that makes sense. Create a shortlist of candidates worth interviewing. Do not waste time on obvious mismatches. A quick phone screen can save hours of in-person interviews.

Coordinate calendars across everyone who needs to participate. Give candidates options and confirm logistics - location, parking, video link, whatever applies. Send them an agenda so they know what to expect. Respect their time by being organized.

Have a structured interview plan with consistent questions. Let the candidate talk more than you do. Take notes during or immediately after. Evaluate against predetermined criteria, not gut feeling. Multiple interviewers reduce bias - compare notes afterward.

Gather feedback from all interviewers and discuss. Score candidates against your criteria. Make a decision - do not let good candidates sit while you overthink. If you need more information, ask for references or schedule another round. Indecision loses good people.

Make your offer to the chosen candidate quickly. Communicate with unsuccessful candidates - they may be right for future roles and they definitely talk to other potential candidates. Document your evaluation rationale in case of questions later. Update your recruiting pipeline.