In my 20+ years working in tech, I’ve been an interviewer and an interviewee on hundreds of occasions.

I rarely feel nervous when interviewing for a role - not because I’m overconfident, but because I know what to expect. Being on both sides of the table helps, too.

Here are a few of the basics I’ve picked up along the way.

Interview goals

The goal of an interview is to find someone who is a good fit for the role you’re hiring, and a good fit for your team and company.

“Fit” goes both ways. It is not only about convincing the interviewer that you’re the right person for the job. You need to make that decision for yourself, too.

Broadly, it comes down to a fairly small number of things:

1. Can the person do the job? Sure, you can learn things, but in many skilled roles you’ll need a baseline level of knowledge and experience - and in some cases, qualifications. (We’re talking about jobs that require formal training - doctors, lawyers, electricians - rather than a job demanding a university degree that doesn’t require one.)

2. Is the person the best of the people being interviewed? This is where it gets trickier. You can do well in interviews, but there could be someone who did better than you. You could also come out of top. It can be very competitive.

Make it a two-way dialogue

If you’re being interviewed, make sure to research the company and role a bit beforehand. This makes it easier to ask general questions and turn the interview into more of a conversation.

Remember, you should interview the company, not just let them interview you. Is the role right for you?

Preparing questions is a good idea. But if possible, don’t save them until the end - weave them into some of your answers if you can.

Avoiding “similar to me” syndrome

This was a piece of interviewer advice I heard a few jobs back, and it really stuck with me.

If you like and get along with an interviewee, don’t let that influence your decision to hire someone. Culture fit is important, but you shouldn’t be looking to hire a buddy.

Be transparent

Giving feedback can be hugely valuable. If a candidate didn’t make it, a lot of the time it’s because there was someone better. But if there was something that was lacking, hearing the feedback means the candidate can work on that. If you’re turning them down, at least throw them a bone.

Keep the door open

Saying thank you to the company who interviewed you leaves a good impression. Why not keep the door open to future roles?