Am I right Interviewer ?

Interview is usually a way to get a job in any Organization. Specially In IT industry, conducting an interview to fill potential position(s) from the industry market is common practice in case the ideal resource required having technical skill-set/budget is not available within the Organization. After being shortlisted, a candidate is on-board in the company usually via passing thru series of interviews conducted at different levels i.e. HR, technical engineers, senior staff followed by HODs etc. if required.

Am I right interviewer? I usually ask this question to myself, being an experienced professional in IT services industry, whenever I am responsible to conduct any interview for any candidate, because it would contribute toward overall status for that particular candidate's hiring. Every interview/position could have its own set of unique requirements, circumstances. I need to get an answer "Yes" to the above question, I need to make sure the following points to consider myself as a right interviewer.

• Am I well aware about this position background & current project circumstances along with the real resource need? It can be a key attribute for driving the whole interview methodology followed by a right decision of recommended/rejected. Sometimes, the critical project situations can compromise by hiring a candidate comparatively of lesser rating to fill the position ASAP as per decision from respective managers/customers which may not be the case in normal project situations.
• Have I gone through the candidate's profile with required details for initial assessment before interviewing a prepared candidate along with methodical plan to follow for reasonable set of questions to help evaluation in overall course of execution?
• Do I have enough experience of technology landscape required for technical evaluation of the candidate for project requirements? Interviewing a candidate by a person with lesser/irrelevant expertise wouldn't help anymore in making right decision or may end up with hiring a wrong person or rejecting a right person.
• Can I downgrade myself to the level of candidate in case of hiring a junior resource? Sometimes, we try to overestimate the junior or fresh candidates by comparing him/her with ourselves or somebody else, and ending up by rejecting the candidate, which usually doesn’t seem to be honest decision as a whole.
• Am I not biased toward either side about my feedback due to any reason? Any personal/official reasons, positive or negative belongings/emotions with any organization / institutions / hometown etc. should not impact the evaluation followed by final decision.
• Am I good in bringing the shy candidates out from their shell to find-out the required talent? Some candidates are shy or nervous & they don't make themselves on to put a great first impression, while they are skilled enough to do the desired job though.
• Can I make this interview as like conversation instead of examination? This would give more room to the candidate to show-up with the skills required by the company.
• Can I make myself free enough by sparing a focused time to conduct an interview? Rushing into an interview quickly during my busy schedules, back to back meetings, managing customer escalations, critical production deployments etc. can change my overall interview methodology followed by a decision altogether.
• Am I not going to hire my boss? I must not be the right person for the interview ending up by hiring my immediate manager, I believe.