Here are some general tips about conducting the interview:

Tell the candidate that you will be taking notes during the interview. You will be documenting things said and not making any evaluations at that time. Never make any evaluations until after the interview.
Never write on the resume. Since the resume is often an official application for hire, there are legal ramifications if the application is altered in any way.
Know your state’s employment rules surrounding interviewing and hiring. Different states have different rules and policies. Also, companies often have stricter policies than the law. Don’t get caught breaking either. The consequences can be serious. Contact your HR if you have any questions.
Get evidence. Always think in terms of evidence. Never solely rely on your gut. If you like a candidate, get concrete evidence for why the individual fits the job profile. If your gut tells you not to hire the person, get concrete evidence supporting why the individual does not fit the profile. This is exactly where bias can rear its ugly head.
Never think that the information gathered is a complete picture of the candidate. It is impossible to learn everything there is to learn about another human being in 60 minutes; it is more important to get evidence that validates the experience and knowledge the candidate contributes to the job.
Avoid rushing the candidate through the interview. Take the full hour. The investment is surely worth the time when compared to the cost of a hiring mistake.
Don’t correct the candidate when errors are made. You are not there to correct or coach the candidate; rather, you are there to evaluate the merit of the candidate for a job position.
Don’t make the candidate wait for the interview. Some interviewers believe this indicates character. We believe that it sets a bad tone and does not permit an open and comfortable environment.