It’s unfair to believe that an interview is merely a one-sided judgment affair.  Interviewers could make or break the interview process. A lot has been said about how candidates must crack interviews but little has been said about how interviewers must assess their candidates. 

Interviewers can fall short of adequate necessary skills if they lack one of the things listed below:

1. Astute evaluation methods – Asking wrong or redundant questions deters one from selecting the right candidate 
2. Training – It must be mandatory for interviewers to be trained as unqualified interviewers could make erroneous judgments about a candidate
3. Unbiased – Hasty judgments based on outward appearance affect the accuracy of interview process

A bad hire can bring some serious damages along with him, and so a planned strategy is pivotal to hiring decisions. Following are some of the ways one could use to design an effective interview process:

1. Opt for personalized interview format: Following a standard draft to conduct interviews would most certainly yield unfavourable results. It is essential to clearly define the requirements of the job profile and create questions based on these requirements. Also, determine the standard of acceptable answers. Doing so would take care of the objectivity and help you analyze your candidates better.
   
   
2. Avoid getting influenced by non-verbal cues: First impressions mean a lot in social and corporate settings. People knowingly or unknowingly get influenced by mannerisms, appearance and body language. This could possibly sidetrack the interviewer from evaluating the candidate on necessary things.  To avoid this, establish the standards for body language only which reasonably well along with your business culture.
   
   
3. Gain and convey: During the face-to-face interviews, the interviewer must take the opportunity to convey the candidate what is expected of him and also to understand what he or she is looking at gaining from your organization. This dialogue in the interview process would help you and the candidate realize if your objectives are aligned. The interviewer is the representative of a company so he or she must also elaborately share the organization’s vision with the candidate.
   
   
4. Do not judge a candidate’s ability solely from his experience: Giving high weightage and priority to work experience during the interview process could dishearten the inexperienced but bright applicants. Make the most of your test and personal interview to evaluate the candidate’s skillset. 
   
   
5. Use technology for better results: Automating certain aspects of your interview process will not only save man-hours about also increase the efficiency of interviews. A number of companies are opting for online interviews for candidates from other locations to promote diversity. It also enhances their possibility of finding the right fit from a large and diverse set of candidates. 
   
   

Hiring is a high-skate activity. It is imperative for interviewers to have a strategy in place to eliminate randomness and make the process more effective.