1. Make introductions to the interview panelists Introductions are an opportunity to show a candidate what it’s like to work at your company. It may be helpful to discuss company culture and mention anything unique about your team or office. This portion should focus on casual conversation, and make the candidate feel comfortable during the interview. If it is a panel interview, introduce the panelists, and their titles. This is also a great time to talk about the structure of the interview. 2. Discuss the job opportunity and the structure of the interview Once introductions are complete, it’s time to get down to why the candidate is here in the first place. This part of the interview will spotlight the actual job, duties, and reporting structure. If the role is a contract or a temporary role, you might talk about potential ways a candidate can move into a more full time role. Following a discussion about the job, give the candidate an idea of the interview format. Mention the type of questions, whether behavioural or technical-based. This portion should also include talking about the length of the interview, and what, if any assessments a candidate should expect.

I walked in, submitted my resume and transcript. I was called in the following day, asked questions about my skills in certain courses and how I would deal with client's (especially in areas of confidentiality); told I would be called, given the job a few days later.