A few weeks ago I had lunch with my friend Paul. He's a vice president of sales for a large tech company in the Bay area. We've worked together for a few years, so when he comes to Boston we always try to meet for lunch. Invariably, the subject always turns to how his managers are doing, new people who have been hired, and what the hiring requirements will be for the next few months. And while we were laughing at some less-than-memorable interviewing stories, he remarked, "It's such a dance, you know — the whole hiring process. Either you "click" with the candidate and the process goes just right or it just doesn't work — just like when you're on the dance floor." I knew exactly what he meant. So, if that's the case, how can you orchestrate your hiring to look as smooth as Fred and Ginger on the dance floor? Follow the Beat Like dancing, the interviewing process and hiring should have a natural rhythm — tempo counts for a lot! Set a target date for your new hire to start. Then plan the process. Space your phone interviews, first and second interviews, etc. at an appropriate length of time. Don't stretch them out and let your candidate wait weeks in between the steps of the process — you just might lose her! If travel schedules mean that has to be so, make sure you stay in close contact with your candidate (remember how closely held Ginger was!). While the hiring process should not be a jitterbug, remember that Fred and Ginger were dancing to Cole Porter — not a Mozart Requiem. Practice I wrote about the importance of this a few months ago. If you take dance lessons you have to practice. Even pros Fred and Ginger spent a huge amount of time practicing to make their partnership look effortless. And, you can practice your interviewing skills as well by doing more and more interviews. Have your HR professional or a colleague act as a coach. Ask for critique on your interview questions and style. The "Click" Factor This is the intuitive, gut feeling you have that a candidate is right for your company. We've talked about this before as well. It is undeniable that there are some people who we gravitate to more than others. This is especially true in hiring. There are just certain types of people who fit our companies better than others. I had one CEO tell me just recently that he looks for the "Wow Factor" when he hires. I know what he means. So, when you find one with the "click" factor, don't let them get away. Remember how Fred pursued Ginger in all those musicals after he caught sight of her? You could see the "wow" flashing through his brain. And when he took her in his arms, they clicked perfectly. So when you spot the candidate you want, remember the importance of timing, practicing your interviewing skills so your candidate is at ease, and your intuition. You might just make a classic partnership — a "Top Hat"!