1. When you get a resume for interview from your HR Manager, go through the resume and check with yourself whether you can interview such a profile you have recieved and also do let your manager know your comfort level to interview the candidate based on the technical skills of your and of your candidate.
2. Every question you ask, should be towards the objective of revealing how fit the skill of the candidate, is towards the opening you have.
3. Do not ask too much about theory on testing, no two people know the same definition. And in the world of testing, there is no fixed definition for any technical term !
4. Have a discussion (not rapid fire questions) and or try to test something with the candidate and see how his/her approach and thought process is towards the testing.
5. Do not ask questions that do not have a standard answer in this world, like - What is the difference between Sanity and Smoke testing? - rather it would be challenging for the candidate, if you ask - If you know what Sanity testing is, could you tell me its significance or let me know what impact would a project have if Sanity testing is not done?
6. Appreciate the candidate if he/she is better than you and let him/her know that someone else would interview them to take a decision of hiring. If you say so, you are a non egoistic, humble and bold person.
7. If you could learn from the candidate, make a note of the learnings during and or after the interview.
8. Ask for interview feedback from the candidate and try to better yourself through the feedback. Not all candidates would give a proper feedback but there are many people like me !
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