A startling number of interviewers don’t prepare much for interviews. 

1. Don’t wing it.

It might sound obvious: When you’re hiring, you need to know what qualifications you’re looking for.  

2. Get clear on your must-have qualifications.

Once you have a clear idea of the essential skills, experiences, and qualities for the job, your primary goal in an interview is to find out how well the candidate matches up with that list. 

3. Figure out how you’ll assess your must-have’s.

Once you’ve figured out what you want to ask candidates, you’ll have a starting point for questions, but it’s crucial that you don’t see that list as your complete interview script. 

4. Ask follow-up questions.

In addition to direct questioning, it’s crucial to create ways to see candidates in action during your hiring process  

5. See candidates in action.

Interviews are inherently high-pressure situations, but it’s in your best interests to put candidates at ease as much as possible.  

6. Put people at ease.

If you’re following the advice above, hopefully you’re not going to ask oddball questions like “If you were a tree, what kind would you be?” or “What song would you sing on American Idol?”  

7. Don’t ask silly interview questions.

As an interviewer, you have a responsibility to actively work to combat bias in yourself and your colleagues as you assess candidates.  

8. Know that bias is a real thing — and work to combat it.

It’s natural to want to present your organization and the job you’re hiring for in the best light, but it’s crucial that candidates have a thorough and realistic understanding of what they’d be signing up for 

9. Commit to truth in advertising.

Some interviewers approach interviewing as if they hold all the cards and will treat candidates in ways they’d never treat, say, clients 

10. Realize candidates are assessing you as much as you’re assessing them.