Before the Interview

• The hiring process involves defining the needs of the position, identifying applicants, evaluating applicants, making a decision, extending an offer and bringing the new employee on board. Depending on the complexity of the job, the interview may consist of several rounds, including providing applicants an opportunity to demonstrate their skills or show a portfolio of work. For example, if you are interviewing applicants for a technical writer position, you may ask to see samples of specifications or manuals the applicant has written.
  
  Establish a set of questions to ask each applicant to ensure consistency. Ask about situations that reveal details about past experiences that prove the applicant is capable of handling the position in your company, such as, "Tell me about a time you had to learn about using a new piece of equipment," or "Describe your strategies for producing work that meets standards and codes."
  
  You may also require standardized assessments in subject areas to validate applicants' claims. Communicate these criteria to applicants well in advance of the interview dates.
  
  

During the Interview

• Begin the interview by introducing yourself, your tenure with the company, your current role and an overview of the open technical position. In addition to any standard questions, ask at least one open-ended question that allows applicants to describe any unique technical expertise. Focus on results. For example, if working on a team is critical for your organization, you may say, "Explain to me how you are able to act as a liaison between the engineering and marketing departments." Avoid asking personal and discriminatory questions. Take handwritten or computer-based notes to document applicants' responses to each question for later comparison by the interviewing panel. Encourage the applicants to ask questions as well.
  
  

After the Interview

• As a team, review applicants' responses to questions to identify applicants who spoke most eloquently about their ability to work collaboratively on a team. Does the applicant's project management style fit with your company? Did the applicant's answers reveal evidence that he successfully interpreted specifications? Was the candidate able to articulate a passion for the technical role and the rigor required to perform it well with a long-term commitment? Identifying the applicant who gave the most appropriate answers to these questions will ensure that you select the right person for the job.