How to Become an Interviewer: Step-by-Step Guide

Are you intrigued by the art of conversation and the dynamics of making informed decisions? If so, you might be wondering how to become an interviewer, a role that merges curiosity with critical thinking. In our step-by-step guide, we’ll explore not only the essential skills and techniques that transform you into a compelling interviewer but also the strategies that will empower you to draw out the best from candidates. Join us as we embark on this enlightening journey that will elevate your interviewing prowess and help you navigate the nuances of this vital profession.

Master the Skills of Effective Interviewing

To become a successful interviewer, mastering the art of effective interviewing is essential. Think of it as a dance between two partners, where one leads with questions and the other follows with answers. The ability to gracefully maneuver through the rhythm of dialogue can make all the difference between a dull exchange and an enlightening conversation. So, put on your dancing shoes—let’s explore how to make this choreography both effective and enjoyable!

Understand the Role of the Interview

Before diving into the specifics, it’s crucial to grasp the purpose behind the interview. Is it to find the right candidate for a job? To collect insights for a research project? Perhaps you’re even sitting down with your Uncle Bob to hear his wild tales from the ’70s. Whatever the scenario, having a clear objective will set the tone of your questions and the dynamics weaved into your discussions.

Consider using frameworks like STAR (Situation, Task, Action, Result) for job interviews to help candidates provide structured responses. And remember, it’s not just about asking questions; it’s also about responding effectively. Your body language, tone, and even pauses can speak volumes. Show genuine interest with your eyes—after all, they say the eyes are the window to the soul, but they also make for fabulous listening tools!

Crafting Your Questions

The heart of an interview lies in the questions asked. Here’s where you channel your inner Sherlock Holmes. Effective questions are your magnifying glass, helping you uncover valuable insights. Start with open-ended questions that encourage expansive answers rather than simple “yes” or “no” responses.

Take a look at the table below for a quick comparison of question types:

If you’ve ever had that one friend who always answers with a simple “fine” or “okay,” you’ll understand the frustration of closed questions! By skillfully weaving a mix of open and follow-up questions, you can ignite a vibrant conversation, revealing layers of experiences and insights that make your interview standout.

Listening and Observing

Next up: the fine art of listening. Imagine you’re at a noisy diner trying to hear the details of your buddy’s latest escapade. You lean in, focusing entirely on their words—this is the level of engagement you want during your interviews. Listening goes beyond just hearing the words. Pay attention to non-verbal cues like body language, tone, and even fidgeting. These subtle hints can offer deeper insights than words alone.

Effective listening also means resisting the urge to jump in too quickly with your own thoughts. Picture a balloon: if you constantly poke at it, it’ll pop! Instead, let them express themselves fully before you add your two cents—this will foster a more open and refreshing dialogue.

Provide Feedback and Closure

always remember to offer feedback and closure at the end of your interview. Just as a good meal should end with a satisfying dessert, a well-conducted interview should conclude with a recap of key points and an appreciation for the other person’s insights. A simple “Thank you for sharing your experience!” can go a long way in creating a positive atmosphere.

Consider sending a follow-up message to reiterate your gratitude and maybe even summarize what you learned. After all, interviews are more than just a series of questions and answers; they’re opportunities for connection and mutual growth. You’d be surprised how that gratitude often circles back—it’s a small world after all!

In essence, by embracing these skills, you’ll not only become a competent interviewer but one who is genuinely captivating. Remember, effective interviewing is a blend of art and science, something you can refine with practice, patience, and a sprinkle of good humor. So take a deep breath, trust your instincts, and get ready to dance through your next interview!

Understanding the Role of an Interviewer

Becoming an interviewer may seem like stepping into a world of formalities and stern expressions, but trust me, it can be much more laid-back and amusing than it sounds! Imagine you’re sitting down with a potential new colleague, trying to gauge if they’d be a great fit both for the job and the company culture. As an interviewer, you aren’t just asking questions; you’re building relationships, fostering dialogues, and sometimes engaging in a little bit of banter to ease those pre-interview jitters. Your role is fundamentally about understanding people, which means you should sharpen your listening skills and remain a tad curious – kind of like a cat, minus the nine lives!

Engaging with Candidates

When you sit down to interview, remember that each candidate is bringing a piece of their story to the table. Here are some essential points to keep in mind:

• Active Listening: Tune into what the candidate is saying. Nod, maintain eye contact, and occasionally paraphrase their responses. This shows engagement and encourages openness.
• Open-Ended Questions: Instead of a simple “Yes” or “No,” aim for questions that require candidates to elaborate. Think of them as the starter pistols of conversation, propelling candidates into a full-blown narrative about their experiences.
• Body Language: Your non-verbal cues are as important as the questions you ask. Keeping your arms uncrossed and leaning slightly forward can communicate warmth and approachability. Picture yourself as a human sundae—sweet, inviting, and ready to serve!

Evaluating Responses

Now, let’s talk about the magic of evaluation. It’s like being a judge on a culinary show— each candidate presents their dish (or skills), and it’s your job to assess how it fits into your organizational menu. When evaluating responses, consider creating a scoring system to quantify impressions. Here’s a simple format to visualize:

Use this table not just as a grading sheet but as a reflection of how well the candidate’s philosophy aligns with your organization’s. It’ll also make for great fodder in your post-interview discussions with the hiring team—just like sharing the latest gossip over coffee!

Challenges and Adaptability

Let’s keep it real—interviewing can come with its own set of challenges. You might encounter nervous candidates who struggle to articulate themselves or, on the flip side, overly confident ones who talk your ear off without answering the question. In these moments, adaptability is key. Think of it like being a chameleon! Adjust your approach depending on the vibes you pick up.

• Practice Empathy: If someone is nervous, offer encouragement. A simple “Take your time” can work wonders!
• Redirecting: If candidates ramble, gently steer them back. “That’s interesting! Can you tell me more about how that relates to our project?” This acts like a funnel, keeping the conversation both relevant and productive.

By mastering these various facets of the interviewer role, you’ll find it’s an enriching experience—not only for candidates but for yourself as well. You’ll gain insights into various backgrounds and even self-reflect along the way. So, put on your interviewer hat (maybe a funny one, if you’re feeling cheeky) and dive into the delightful pool of human interaction!

Essential Traits of a Great Interviewer

To be a great interviewer is not just about having a solid list of questions prepared; it’s the subtle alchemy of interpersonal skills, intuition, and the ability to read the room. Imagine trying to bake a soufflé without the right ingredients — sure, you might get something that looks decent, but it won’t rise to the occasion. A stellar interviewer knows how to blend personality, engagement, and professionalism to create an atmosphere where candidates can shine.

Communication Skills

In any interview, clear communication is paramount. This isn’t just about asking questions but also about how those questions are framed. Think of it like chatting with a friend over coffee. If you were to ask, “What makes you a good fit for this role?” it’s like tossing a tennis ball — a straightforward question that can bounce back basic responses. Instead, consider, “Can you tell me about a challenge you faced in a previous role and how you navigated it?” This not only invites a deeper conversation but also shows that you’re interested in their real-life experiences. Some essential aspects of communication include:

• Active Listening: Pay attention to the answers given, not just the questions asked.
• Empathy: Understanding the interviewee’s perspective can create a comfortable dialogue.
• Clarity: Avoid jargon and be clear in your questioning to prevent confusion.

Emotional Intelligence

Emotional intelligence (EI) is like the secret sauce to interviewing; it can make a huge difference in how much you connect with your candidate. This trait helps you pick up on non-verbal cues, like nervous fidgeting or hesitant voice tones that tell you more than words ever could. For instance, if you notice a candidate sweating nervously under the lights of your overly bright interview room, a simple, light-hearted comment about the heat might ease the tension. Emotional intelligence encompasses:

• Self-awareness: Recognize your own biases or emotions during the interview process.
• Social skills: Building rapport can significantly influence the openness of the candidate.
• Managing reactions: Staying calm and composed can help the candidate feel secure.

Adaptability and Flexibility

Picture yourself at a party where things aren’t going as planned. You can either cling to your meticulously crafted itinerary or roll with the punches and adapt to the mood. In the realm of interviewing, adaptability is critical. You might have a prepared set of questions, but if the conversation veers into a fascinating discussion about the candidate’s side project that aligns perfectly with the role, why wouldn’t you explore that? Here are a few hints to stay adaptable:

• Be open-minded: Every candidate has a unique backstory; embrace the unexpected.
• Rethink your questions: Adjust based on the flow of conversation instead of adhering rigidly to your script.
• Learn from feedback: After interviews, reflect on what worked and what didn’t for future improvement.

Preparation and Organization

In the chaotic world of interviewing, preparation is your best friend. Think back to that time when you showed up for a trivia night without studying. The great thing about being organized is that it allows you to tailor your approach for each candidate, ensuring you ask questions that resonate with their background and the specifics of the role. This means you should collect relevant information on the role, the candidate’s experience, and prepare any materials you might need during the interview. Here’s a quick organizational checklist:

These traits, when combined, can turn an ordinary interview into a meaningful dialogue where both you and the candidate walk away feeling enriched. Being a skilled interviewer is an art form, blending intuition with strategy, ultimately leading to making not just good hires, but great ones.

Crafting the Perfect Interview Questions

Crafting interview questions is like preparing a delicious recipe: the right mix of ingredients is key! Just as you wouldn’t throw a spoonful of salt into cake batter without consideration, the same applies to the questions you plan to ask during interviews. The goal is to create an environment where candidates can showcase their skills while giving you the valuable insights needed to make informed hiring decisions. So, let’s break down how to whip up a selection of questions that are both effective and engaging.

Understanding the Role

Before even drafting those questions, take a moment to step into the shoes of the candidates. Think about the skills and traits that are pivotal for the role. To help focus your thoughts, consider drafting a key competencies list. Here are a few areas to guide your question formulation:

• Technical Skills: What are the must-have skills for this position?
• Cultural Fit: How important is company culture for the success of this role?
• Problem-Solving: What types of challenges will the candidate face?
• Collaboration: Will this role require working closely with others? If so, how?

Think of this as your culinary prep work—getting all your ingredients lined up before you start cooking!

Formulating Questions

Now that you know what to focus on, it’s time to mix those ingredients into questions. Effective interview questions often fall into categories that help you gauge a candidate’s suitability and potential. Here’s a mini-table to illustrate:

Blend a healthy mix of these question types to not only assess technical prowess but to dive into a candidate’s thought processes, interpersonal skills, and adaptability. Remember, a good question can spark a great conversation—think of it as throwing a tantalizing spice into your dish!

Creating an Open Atmosphere

Lastly, while you’re all set with your questions, consider the atmosphere you want to cultivate during the interview. Nervous candidates are like shy kittens in a room full of dogs—awkward and eager to hide! To ease their nerves, encourage open dialogue by framing your questions positively and allowing room for follow-ups. For instance, if a candidate struggles with a question, consider rephrasing it or asking for clarification instead of letting them squirm in silence. This way, they’ll feel more at ease to express their true selves, which helps you peel away the layers.

As you master the art of crafting interview questions, keep in mind that being a great interviewer takes practice and a touch of empathy. Aim to strike a balance between thoroughness and relatability, and you’ll not only unveil the best candidates but also foster an engaging hiring experience. So roll up your sleeves and get cooking—your next interview is just around the corner!

Navigating Common Interview Challenges

Navigating the world of interviews can be a bit like navigating a maze while blindfolded—challenging, a tad confusing, but ultimately rewarding when you find your way to the cheese at the end. As an aspiring interviewer, you’ll likely encounter various challenges that could send even the most seasoned professionals running for the hills. But fear not! With a bit of preparation and a sprinkle of humor, you can gracefully leap over these hurdles.

Dealing with Nerve-Wracking Candidates

One of the most common hurdles you’ll face is managing candidates who are as nervous as a long-tailed cat in a room full of rocking chairs. When someone is trembling in their shoes, it can throw off the entire vibe of the interview. Maintaining a calm and friendly demeanor can help ease their nerves. You might consider starting with a casual chat about something light, like the weather or the latest local food truck festival!

Tip: Try incorporating icebreakers. Asking fun questions like, “If you could have any superpower, what would it be?” not only lightens the mood but allows you to see a different side of the candidate. Remember, they’re probably just as anxious as you are—it’s the first date syndrome of the professional world!

Handling Tough Questions

Then there are those moments when tough questions pop up, like that one friend who always insists on asking about your love life even when you aren’t ready to share. Candidates may ask you about company culture, job expectations, or even if a team member is a cat person (spoiler alert: they probably are). It’s crucial to be prepared with honest and clear answers that reflect the values of your organization.

In this dance of dialogue, aim for transparency. If you’re unsure about a company policy, admit it. You can always follow up later with more information. It’s better to say, “I’ll check on that for you!” than to fumble through an answer that sounds rehearsed.

Managing Time Wisely

Ah, time—the elusive creature that always seems to be just out of reach during interviews. Keeping the conversation flowing while respecting the schedule can feel like balancing on a tightrope, especially when a candidate has a lot to say. If you find yourself in a conversation that’s spiraling into the territory of tangents, gently steer it back on course.

Pro Tip: Take note of key points on a notepad or use WordPress plugins to keep track of thoughts during the interview. This allows you to interject and guide the discussion without cutting anyone off. You can say, “That’s an interesting point about XYZ—maybe we can explore that further in your follow-up email?”

Overcoming Bias and Making Fair Assessments

Lastly, let’s talk about bias. We all have them—maybe it’s a preference for people who love pineapple on pizza or those who can recite all the lyrics to “Bohemian Rhapsody.” But as an interviewer, keeping your judgments in check is vital. It’s essential to focus on the candidate’s skills, experiences, and how they align with the job at hand, rather than personal preferences.

Actionable Insight: Consider using a scoring rubric during your evaluations to minimize personal biases. This way, you can objectively assess candidates based on established criteria—skills, experiences, and cultural fit. Just like grading a paper, score each section and aim for a holistic view.

Exploring these common challenges reveals that preparation and a genuine approach can make the process smoother for both you and the candidates. After all, the goal is to find the perfect fit while having a good time—and who knows? You might just meet some fantastic candidates along the way!

Techniques for Assessing Candidate Fit

Understanding the right techniques to gauge a candidate’s suitability for the role is like having a finely-tuned radar system—it helps you spot not just the bright stars in the galaxy of applicants, but also the meteors that might crash into your team’s dynamics. In the world of interviewing, relying solely on resumes or gut feelings won’t cut it. You need to delve deeper, employing strategies that help you evaluate both skills and cultural fit.

Behavioral Interviewing

One time-tested method is behavioral interviewing. This technique is based on the premise that past behavior is the best predictor of future performance. Basically, instead of asking a candidate how they would handle a hypothetical situation, you ask them about how they handled similar situations in previous roles.

• What did they do during a tough project?
• How did they resolve conflicts within their team?
• Can they provide examples of successes or failures?

This method peels back the layers on a candidate, revealing their problem-solving skills, emotional intelligence, and teamwork capabilities. Plus, it can lead to some genuinely funny stories. Remember the time a candidate told me about accidentally sending a cat meme to the entire company instead of a serious report? Classic!

Situational Judgement Tests (SJTs)

Situational judgement tests (SJTs) are another powerful tool in your interviewing arsenal. Picture this: you present candidates with realistic, job-related scenarios and ask them how they would respond.

For example, if you’re hiring for a customer service role, you might pose a situation where an irate customer is demanding a refund. Candidates give their insights on how they would handle it, enabling you to see their thought processes, decision-making abilities, and how they handle pressure.

While SJTs can give a clear glimpse into how a candidate might act, keep in mind they’re not foolproof. Some folks are great at thinking on their feet but may freeze in real-life situations. It’s essential to combine this technique with other methods for a rounded assessment.

Work Samples and Assessment Centers

If you want to get real hands-on, consider asking candidates to provide work samples or participate in assessment centers. This approach lets you assess skills directly. For example, if you’re hiring a graphic designer, why not ask them to create a quick logo during the interview?

Assessment centers can take it up a notch, simulating actual work conditions. You might rotate candidates through various tasks, such as presentations, group discussions, or problem-solving exercises. These can be both insightful and amusing to watch, especially when someone tries to build a tower out of spaghetti and marshmallows—talk about team spirit!

| Technique | Pros | Cons |
|—————————–|————————————|———————————-|
| Behavioral Interviewing | Reveals past performance | May not predict future actions |
| Situational Judgement Tests | Shows real-time decision-making | Can be influenced by pressure |
| Work Samples/Assessment Centers | Directly assesses skills | Time-intensive for interviewers |

Utilizing various assessment techniques in combination offers a comprehensive lens on each candidate. By embracing a well-rounded approach, you’re not only more likely to identify talent but also to enhance your team’s overall synergy. So grab your metaphorical toolbelt and start building the perfect interview framework!

Building Rapport: A Key Interviewing Strategy

Building a successful rapport during interviews is akin to being a master chef; it requires the right ingredients, precise timing, and a bit of flair. When you step into the shoes of an interviewer, remember that your goal isn’t just to extract information like a detective on the case but to create a comfortable atmosphere where candidates feel at ease. Think of it as hosting a casual dinner party instead of a formal banquet where the unexpected fumbled questions could lead to an awkward silence. The more relaxed you can make your candidate, the more authentic and revealing their responses will be.

Empathy: The Secret Ingredient

To cook up a solid rapport, empathy is your best friend. It’s like adding a pinch of salt to a dish; without it, everything feels bland. When the candidate walks into your interview space, take a moment to assess their demeanor. Are they nervous? Anxious? These feelings are perfectly normal, yet you can help them ease into the conversation. A simple “I know interviews can be a bit nerve-wracking” accompanied by a warm smile can work wonders. Sharing a light-hearted story or a quirky personal experience can soften the atmosphere. Being relatable is key; it shows you’re not just a suit behind the desk but a genuine person willing to listen.

Active Listening: The Flavor of Engagement

If empathy is the salt, then active listening is the secret sauce that brings the entire dish together. It involves being fully present and engaged in the conversation, so put away your phone and avoid distractions. Nod your head, maintain eye contact, and paraphrase what the candidate says to show you’re not just hearing—you’re listening. For instance, if they mention they enjoy teamwork, you might say, “That’s great! How do you usually foster collaboration in a group setting?” This approach not only reassures them that their thoughts are valued but also helps you probe deeper into their experiences. Plus, a little back-and-forth can transform the interview into a delightful dialogue rather than a one-sided interrogation.

Creating a Comfortable Environment

Just like you wouldn’t want to eat in a cluttered restaurant with sticky tables, candidates don’t appreciate a chaotic interview setting. Your interviewing environment should be welcoming—comfortable chairs, a tidy desk, and perhaps a quirky coffee mug to spark a laugh. If you can, offer them a drink—water, coffee, or a cheeky soda. A small act like this can break the ice faster than a joke about pineapple on pizza. Arrange your seating in a more informal setting, like around a small table, rather than at a traditional interview table. This can transform the dynamic into a more collaborative discussion rather than a rigid questioning session.

Making It a Two-Way Street

Remember, an interview isn’t just your chance to grill the candidate; it’s an opportunity for both of you to assess fit. Invite them to ask questions about the company or role, creating a back-and-forth dialogue that humanizes the experience—think of it as a friendly chat over coffee rather than a test of knowledge. This not only shows them that you value their curiosity but helps you gauge their interests and fit for the company culture. You might ask, “What aspects of our company culture stood out to you?” By allowing candidates space to express their thoughts, you’re fostering a sense of collaboration, which resonates positively long after the interview ends.

Building rapport isn’t just a technique; it’s an art form that can transform the interview experience for both parties involved. By adding a touch of empathy, sprinkling in active listening, creating an inviting environment, and encouraging dialogue, you weave a tapestry of connection that can lead to meaningful insights and effective hiring. So, go ahead and embrace your inner chef; the right combinations can make all the difference!

Frequently Asked Questions

What qualifications do I need to become an interviewer?

To become an interviewer, there aren’t strict educational requirements, but several qualifications can enhance your credentials and effectiveness in the role. Typically, having a background in human resources, psychology, or a related field can give you an advantage, as these areas often cover essential elements of assessment and evaluation. Furthermore, many organizations value experience; therefore, participating in interviews in past roles or gaining experience through internships can be beneficial.

Additionally, completing specialized training or certification programs in interviewing techniques or human resources can significantly bolster your qualifications. For instance, certifications from organizations like the Society for Human Resource Management (SHRM) or the International Association of Interviewers (IAI) not only enhance your knowledge but also demonstrate your commitment to the profession. Such qualifications may include training in behavioral interviewing techniques, unconscious bias, and assessment methodologies, all crucial skills for a proficient interviewer.

What skills are essential for an effective interviewer?

An effective interviewer must possess various skills that enable them to assess candidates accurately and fairly. Communication skills are paramount; an interviewer should be able to articulate questions clearly and allow candidates to express themselves openly. It’s equally important to have active listening skills, enabling the interviewer to process the information presented and ask follow-up questions that delve deeper into a candidate’s responses.

Moreover, critical thinking and analytical skills are vital. An interviewer must evaluate responses objectively, discern nuances in the candidate’s behavior, and assess how well they fit with the company culture and job requirements. Emotional intelligence plays a critical role as well. Understanding non-verbal cues and managing one’s emotional responses during interviews helps in establishing rapport, setting candidates at ease, and fostering a more honest dialogue.

How can I prepare for conducting interviews?

Preparation is key to conducting effective interviews. Initially, it’s crucial to thoroughly familiarize yourself with the job description and the competencies required for the role. Create a structured interview guide that includes both behavioral and situational questions tailored to assess a candidate’s experience and problem-solving abilities. This guide will not only keep the interview on track but also ensure you cover all necessary topics.

Another aspect of preparation involves reviewing the candidate’s resume. Take notes beforehand on areas that intrigue you, as this will guide your questioning and demonstrate your investment in their background. Additionally, set the right environment for your interview—whether it’s a virtual meeting or in-person—to minimize distractions and foster a professional atmosphere. This preparation creates a positive experience for both you and the candidate and leads to more productive discussions.

What types of questions should I ask during interviews?

The types of questions you ask during an interview should be meticulously chosen to help uncover relevant information while allowing the candidate to showcase their strengths. Behavioral questions, such as “Can you describe a time when you faced a significant challenge at work?” help reveal how candidates have managed situations in the past, providing insight into their work habits and problem-solving techniques.

Incorporating situational questions is also effective. These hypothetical scenarios help gauge a candidate’s thought process; for instance, asking “How would you handle a conflict between team members?” allows you to understand their approach to interpersonal dynamics. Additionally, it’s essential to pose some predictive questions linked to the role, like “What strategies would you implement to improve project efficiency?” This variety of questioning not only illuminates a candidate’s skill set but also provides a basis for assessing fit within your organization’s culture.

How do I assess candidates during the interview process?

Assessing candidates effectively requires a combination of objective measurement and subjective judgment. Implementing a scoring system can be beneficial; for instance, using a standardized rubric with clear criteria for evaluation enables you to assess qualifications consistently. Each answer can be rated on a scale (for example, 1 to 5), allowing for easier comparison across candidates. This method reduces potential biases by focusing on the content of the responses rather than personal impressions.

It’s also essential to incorporate self-reflection into your assessment process. After each interview, take a moment to evaluate not just the candidate’s performance but also your own interviewing techniques. Did certain questions elicit informative responses? Were you engaging? Continuous improvement is key. Following each cycle of interviews, gather feedback from colleagues involved in the same processes to identify areas for enhancement. Being mindful and proactive about these factors enriches your effectiveness as an interviewer over time.

What are some common pitfalls to avoid as an interviewer?

Several common pitfalls can undermine the interviewing process, and being aware of them can enhance your effectiveness. One major mistake is confirming bias, where an interviewer unconsciously seeks information that confirms preconceived notions about a candidate. To mitigate this, strive for an objective assessment based on the answers provided rather than personal assumptions about candidates.

Another common pitfall is failing to create a welcoming environment. If candidates feel intimidated, they may not perform at their best. Consequently, it’s vital to establish rapport and ensure that communication is relaxed yet professional from the outset. Furthermore, make sure to manage your time effectively during interviews. Rushing through responses or dominating the conversation can lead to an incomplete understanding of the candidate’s fit for the role. Encourage a dialogue rather than a monologue to foster a more enriching discussion. Avoiding these pitfalls can lead to more successful and revealing interview outcomes.

To Conclude

our article, “How to Become an Interviewer: Step-by-Step Guide,” has taken you on a journey from understanding the fundamental skills necessary for effective interviewing to mastering the art of evaluating candidates with confidence and clarity. Remember, interviewing is not just about asking questions; it’s about engaging in meaningful conversations that unveil the true potential of each applicant.

By following the steps outlined, such as honing your questioning techniques, fostering a welcoming atmosphere, and utilizing data-driven approaches, you will not only enhance your interviewing prowess but also contribute positively to your organization’s hiring processes. So go ahead, put on your interviewer hat, and step into your new role with enthusiasm and professionalism. And who knows? You might even uncover the next big talent hiding behind a stack of resumes!

Now, go forth and conduct interviews that are as enlightening as they are enjoyable—because who said hiring can’t have a touch of fun? Happy interviewing!