Create your list of questions and leave room for the candidate's answer

Create your list of questions and leave room for the candidate's answer. Don't write your notes on the candidate's resume...always have a separate sheet. Just attach to the resume.

-Share with the candidate that you take notes. You don't want to make them uncomfortable but at the same time, we do forget what candidates say.

-If others are also interviewing the candidate, ask them to create their list of questions. At selection time, you are better Ferragamo Sunglasses, able to compare notes and make a solid decision on the best candidate for the job.

A final word or two about the interviewing process:

-Be careful of the "halo" affect when interviewing the candidate. Your immediate response to the candidate is positive and thereafter your questions are not as detailed. Candidates can be strong in the interviewing process but may not be strong in the actual role. I've seen situations where a candidate was hired and we found out within the first three months that interviewing process wasn't as thorough. It's a learning experience, yet an expensive one.

-Treat every candidate the same....ask the Fendi Sunglasses,same questions, delve into their background diligently. In the reverse, may be your first impression of the candidate was not so positive...then you dismiss the candidate without knowing for sure if he/she were a good match.

-In the interviewing and selection process, there are legal issues to consider. You can't decide the appropriateness of a candidate based on their race, age, gender, religion, disability, marital status, national origin. Your selection decision is based on their ability to handle the essential Roberto Cavalli Sunglasses, functions of the role.

In the interviewing process, treat all the candidates the same.