5-Point Checklist for Interviewers to Assess Candidates

Interviewers, here’s a 5-point checklist covering the essentials when interviewing candidates:

1. What relevant experience does the job seeker have? It’s obvious, but make sure you get the breadth and depth of their experience. Find out who they report to, what teams they work with, who their opposing parties are, and how their deals/matters turn out. See if they can communicate simply and clearly.
2. What is their story, and does it make sense? Where have they been, how did they get here, why do they want to go now, and where do they expect to be in a few years? Does their trajectory line up with the opening, and would they be happy with it? Address any gaps, and understand their motivation to assess fit.
3. Do you like them? Do they present well? For example, could they win over tough clients or manage tough situations? Look how they treat people beyond yourself – were they were pleasant to the receptionist and to the HR team? Interactions with staff can be telling.
4. Do they ask good questions? It’s a red flag if they have no questions for the interviewer. Assess the questions they do ask – do they understand the industry/company/role? Did they adequately prepare for the interview?
5. What evidence do they present that they are good at what they do? Strong candidates have clear records of advancement, get increased responsibility over time, and represent the best clients on the most important matters at their company/firm. They also receive awards and are consistently granted performance-related bonuses. Giving presentations, writing articles, and being known in the community for their craft show subject matter expertise.