This past weekend I went to the movies with a friend to see "Sideways." The movie had been recommended to me by more than one person who knows how much my husband Don and I enjoy wine. Why, my sister Sue, who's a real movie buff, raved to me about it - and she can be a harsh critic. When I got into the theater I told my friend she could pick the seats. She did - and they were a little closer to the screen than I like to be. It wasn't long after we sat down that I also realized the movie theater itself wasn't much warmer than the 20-degree weather outside. For the next two hours, I not only felt like I was looking up the noses of the actors on the screen, but I was constantly reminded of how cold I was. When the movie was over, I was disappointed in myself that I was disappointed in the movie. What had my friends all seen that they raved so much about — and why did they all insist that I'd love it? The next day I got into a conversation with sister Sue about "Sideways." She was surprised that I didn't like it and during the course of our conversation, I realized that there was quite a bit about the movie that I did enjoy. The more I talked with Sue, the more I enjoyed the movie - in retrospect. "Oh," said Sue, "you were just too close and too cold. You were too uncomfortable and couldn't concentrate. No wonder you didn't enjoy it." It Happens at the Office Too Have you ever been told, either by a colleague, your HR professional or your recruiter, that you were going to "love" a candidate only to find out that it certainly wasn't the case? Most hiring managers primarily focus on the qualifications of a candidate for their open position, as they should. Questions of whether the candidate has the requisite experience, will they fit into the culture, and do they want to do the job are primary. For the purpose of this discussion let's assume it's "two thumbs up" on these qualifiers. Focus on the Locus But location and environment are important as well. Like a bad seat in a movie, sometimes it's possible for hiring managers to miss a positive candidate, simply because the physical surroundings are uncomfortable. How can you have a more positive experience with a candidate in an interview? Here are a few pointers to ensure that the experience is a good one: Privacy The interview process is about you asking questions and getting honest answers from your candidate. Sometimes these are hard questions to ask and to answer. People buzzing past you and your candidate does not lend itself to a good dialog. The best place for an interview is in your own office, preferably with the door shut. If you live in a cubicle, or if your office resembles London after the blitz, reserve a space in the conference room or ask a colleague if you can borrow his office. Where You Sit NEVER conduct an interview sitting behind your desk. Even though you may be the candidate's next boss, the authoritarian stance of this scenario is too overwhelming and doesn't promote good dialog. (Plus, if your candidate is like me, he'll be reminded too much of Sister Superior and actually want to run out of the room instead of answering your questions.) Face to Face - The Baba Wawa Factor I like to sit facing the candidate with the resume on my lap, pen in hand. Many times if I ask a critical question, I lean forward. I like to see how the candidate reacts. I openly admit I stole these techniques from Barbara Walters. She built a career around it and it works for me too! Conference Room Tips If you use the conference room, have your candidate take a chair that is not opposite from you but at the corner of the table either to your right or left. This will promote more dialog as well. Make sure your room is reserved to cut down on interruptions. Don't Take Phone Calls Sounds like a no-brainer, right? Well, you'd be surprised how many hiring managers don't know this. Not only does taking phone calls give the wrong message to the candidate about the importance of the interview, it's too distracting for you! You'll lose your train of thought and the risk that the candidate will not come across well gets considerably higher. Never "Do Lunch" the First Time Around I don't care if your office is between the freight elevator and the dumpster, or if your company lives in the worst part of town, where you are located is where your new employee will be working. Always have the first interview at your offices unless there are extenuating circumstances (i.e., you are hiring for a remote location). Besides, lunches can be distracting at a first interview — too much chewing, too much waitress banter, etc. For the second interview (and especially if there are highly confidential matters to discuss with your potential employee), lunches can be a fine venue. If you keep the environment as harmonious as possible during the interview, all your energy will be directed toward the ultimate goal - hiring the best candidate. And you will be rewarded by having a team that gets "rave reviews" from your clients! As always, I love to hear from you and welcome your comments and questions. And, all of you feng shui aficionados make sure you hit that reply button now!