1. Make sure your process, attributes and filters are appropriate to the level you are recruiting for.  They reflect directly on you
  2. Define your interview process up front and let people know what they are committing to.  Keep to this and the timescales you set out
  3. Have some clearly stated skills and behavioural attributes which you are seeking and share them with your candidates so they know what you are looking for – surprises are for children’s parties
  4. Be clear on what are essential attributes, but be open on the rest, you will be surprised what options evolve as a result
  5. You are choosing a senior employee – they are seeking a mandate in the job, ensure that you establish these as being categorically mutually beneficial
  6. In interviews, try to put candidates at ease, you will find out much more; show respect and be polite
  7. It is critically important to RESERVE JUDGEMENT and properly evidence any opinions you develop
  8. Remember that interviewing is not natural for most on either side and nerves can affect anyone, no matter how senior
  9. Work within the laws of the relevant jurisdiction(s), keep records as required and anticipate the need for visas etc. including evidencing for compliance purposes
  10. Give clear, positive feedback to candidates who have flattered you by committing to the process, it is good for your reputation (even if they are not right for you, you can show appreciation for their skills)
  11. Remember that candidates who do not get the job will be either advocates or critics – make sure you influence that outcome in your favour, it is a small world and a smaller sector