Welcome to mbManage, a new AvantGuild feature exploring workplace issues for media professionals who want to grow their responsibilities, manage their staffers, and advance their careers. This, our first installment, explores how to interview a prospective hire. (We're making this installment free for the first 10 days, then it will be available to AvantGuild members only.)

When a job's on the line, it's the candidate who's on the spot, not the interviewer -- right? Sure, but it's the interviewer who represents the employing company, sets the meeting's tone, steers the conversation in the right direction and gets the information necessary to make a decision about who gets the job -- often in a mere 15 minutes of meeting with a candidate. We went to top media professionals with plenty of experience for this guide to getting the most out of that meeting.

The pre-game

Cherry-pick top contenders Pick out those who merit face-time by asking yourself: Do they have the right experience for this position? Did their cover letter indicate a passion for this type of work? Did they express specific knowledge of your company? Did they come with a glowing referral?

"Candidates who are referred by someone I know and trust always go to the top of the pile," says Liz Wallace, editor-in-chief of Little Brown Book (a Rodale custom publication). "Beyond that, I look for familiar magazine names in their work history, great internships or at least some experience on a college newspaper."

The sit-down

Flip the script
You needn't have your entire slate of questions scripted, but prepping some inquiries vital to the job will help you get the information you need out of the interview. Reread a candidate resumé the day he/ she coming to meet with you, and pick out a few details you can chat with him/ her about. Above all, keep it casual -- reading from a 20-question list may make the interview a little stiff, and you're likelier to get an authentic sense of the candidate if the conversation stays loose, yet professional. It is wise, however, to ask at least a couple of the same questions of each candidate to get a basis for comparison: How do they perceive your company? What do they think could be improved upon there, and how could they help do that? What do they see themself bringing to the role that no one else can?

Don't judge based on appearances... much
Most media professionals say they don't live and die by outward appearances but simply want hires to project a confident, comfortable image. "I ask myself, 'Is what they're wearing showing me that they'd fit in at this office?'" says Chandra Czape Turner, executive editor of CosmoGIRL!. "But, I don't look for a checklist of clothing."

Stay out of attack mode
Though we all know the evaluation starts as soon as you lay eyes on a candidate, it's slightly antagonistic to kick the conversation off with, "Why should I hire you?" While it's not your job to make sure the interviewee is relaxed, doing so can help you get a better idea of how he or she might truly fit in at the office. "I look for hobbies or something interesting on a resumé," says Sloan. "Then, I make a point of asking about those things -- that way, you avoid a robotic, 'So-what-was-that-job-like' exchange, and you get a better sense of the person."

Be aware of how you pop questions
When you do get down to the nitty-gritty, keep the conversation going. Asking a candidate an unexpected question like, "What's your favorite color?" or "What was your favorite Real World season and why?" may let you know if they can think on their feet, but it's not a natural way to get to know someone. "You want people to be themselves in an interview," says Turner. "Candidates should feel comfortable telling stories about their experience, so think about how you phrase the questions you ask."

Instead of asking how organized someone is, Turner suggests starting with your own funny story. "For example, I'll say, 'People make fun of me for color-coding my closet,'" she says. "It's a jumping-off point for the candidate to tell his or her own anecdote about how organized they are."

Pay attention and listen up
It's a simple concept, but interviewers often over-talk -- especially when the banter is flowing naturally. Just remember that your mission is to find out about the interviewee, so listen closely as he/she talks. In addition, keep an eye on body language. Nerves during an interview are common, so don't rule someone out for a minor stammer or fidget. But, at the same time, major fussing or an inability to make direct eye contact should be noted, since you want any prospective hire to be confident enough to do his or her job. It may seem obvious, but communication -- particularly in media jobs -- is vital, so pay attention to whether your candidate engages well and projects the appropriate combination of confidence and humility.

Don't stonewall
A rigid poker face and unresponsive attitude may seem like the best way to maintain neutrality while interviewing, but it can stymie conversation. Try to project a personable attitude, even if you're striving not to give too much away. "I like to continually offer an interviewee feedback," says Jill Singer, managing editor of ID. "Even responding with 'That sounds good' or nodding your head as they talk can help. I've been interviewed by people who are stony after every answer -- it just makes candidates more nervous!"

Stay on topic
While it's fine to chat casually about the weather or a school you and the candidate have in common, your main objective is to learn about this person's work habits and history. You also want to give them the information they need -- i.e. an idea of job duties, the office environment, what will be expected of them if they land the position. "I once had an interviewer stop mid-interview to go on and on about how much I looked like Liv Tyler," says Singer. "It was uncomfortable."

While Singer admits that, "If I really like an interviewee, I want to be their friend," she adds that there's time for that later -- if they get hired. "An interview is really a professional setting, and it's up to the interviewer to set that tone."

Ask the go-to media interview question
Almost all the media professionals we spoke to for this piece ask prospective hires the same question: What do you read? Alex Postman, executive editor of ELLE, says it's a trick question that reveals a lot about the candidate. "You want to know if they read your magazine, of course, but you also want to look out for people who give that expected and boring response -- 'The New Yorker, Atlantic Monthly' -- to look smart." Postman likes to see a mix of both high and low taste in reading, while Wallace says she just likes to know if the candidate is a reader in general. Regardless of the specific motive, the question can reveal a tremendous deal about the candidate, and should be on the list of questions asked by any media professional interviewing candidates.

The home stretch

Melissa Walker is a freelance writer and editor. Her first novel, Violet on the Runway, will be published in September.

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