There are two sides to every story – or so we are constantly told.

Typically this logic is applied to decision-making when evaluating an argument, but rarely its simplicity is considered in so many other decisions.

When interviewing for jobs or internships, what is often neglected is the difficulty of the other side: being the interviewer.

Generally, in an interview, attention of the interviewee is focused on how we can get the interviewer to hire us.

We focus on one side: our needs.

But, while experiencing the very difficult task of interviewing many talented and dedicated applicants for fall positions at The Daily Eastern News, I have found a new appreciation and understanding for interviewers.

First, the interviewer must generate interest for the job and gather applications, but also begin to evaluate credentials and form questions to provide the interviewee with an opportunity to cover all the skills they have to offer.

The list of qualities I found myself considering began to quickly snowball.

Before interviews, knowing decision-making would be difficult, I started listing qualities a good editor should possess, expecting to generate just a basic list of necessary skills such as editing, creativity, organization and commitment. But, then I began questioning applicants ability to meet deadline and not drop stories. I thought about their communication skills, general attitude, ability to handle stress and generate and maintain a staff. I spoke to their current editors, examined their work quality and quantity and considered how often they are here. My list of questions grew with the number of applicants.

First impressions (or impressions in an interview) are important, but more than anything it’s an applicant’s past that is the biggest audition.

Interviews are mainly to give applicants a chance to highlight and explain past experiences. No matter how well you speak or convey confidence, you cannot deny what you have or have not done.

Many interviewees also sell themselves short. Don’t be afraid to detail all your experiences and what you can offer.

The interviewer wants to find the best fit for his or her organization and for the interviewee just as much as the interviewee wants to be placed in a fitting position.

Decisions, when made appropriately, are made in favor of who will perform the job best, but also what position will give the person hired an opportunity to truly utilize and showcase their talents. It’s about the best fit for both parties.

It’s not about how much time the applicant has been around either. It’s about what the person has done in that time and what skills they possess.

Interviewing friends or past co-workers may not be frequent, but is also a difficult task for the interviewer.

It’s beneficial in knowing more about the applicant’s personal life, such as other obligations or generally what kind of person they are, but it’s also difficult making decisions that could add difficulties to someone’s financial situation, pass up a best friend or hurt a favorite drinking buddy.

Interviewees should consider these factors not to have pity on the interviewer, but to realize being passed for a position does not mean their skills and talent were overlooked, but in fact may have especially been considered.

The other side is more than just the person grilling you on your qualities.

The other side is your needs.