• Ask specific, structured questions in regards to specific problems that the job holder may face. Focus on past behavior and the results of the candidate's actions in a particular situation. For example: "As the customer service representative, you may encounter a few unhappy campers who will yell and scream at you over the telephone or in person. Have you had any experience dealing with difficult customers? Who was the most difficult customer you had to deal with? What was the situation? How did you resolve the problem?"

• Notice how well the candidate listens and responds to the questions asked.

• Note the candidate's choice of words and non-verbal behavior. Are they answering your questions clearly?

• Listen to the questions the candidate asks. Clarify the reasons why the questions are being asked. Notice which questions he/she asks first as they may be his/her primary concerns.

• Take detailed hand-written notes concerning job related topics that will help you distinguish the candidates from one another (especially if you will be conducting several interviews). Help yourself remember each candidate and each interview clearly.

• Record information pertaining to the set criteria that will help in the evaluation of candidates.

• Organize and analyze the information immediately after the interview when memory is fresh. Don't try to remember everything, it's impossible. One idea is to "rate" each candidate on each of the criteria immediately following the interview.

3.  Look and Act Professionally During the Interview

• Dress appropriately.

• Avoid appearing bored and fatigued.

• Set a businesslike atmosphere.

• Structure the interview and inform the candidate of the structure. Let the candidate know you will be focusing on past results and that you will be taking a lot of notes.

• Provide information on the company and the job to each candidate.

4.  Treat All Candidates Fairly

• Use your list of standard questions during each interview so that you treat the applicants the same and so that you can compare apples to apples.

• Refer to the criteria for analyzing candidates. Ask questions in regards to the job criteria.

• Keep all questions job-related.

• Do not ask discriminating questions.

• Show a genuine interest in every candidate you interview.

• If possible, have at least one other person meet and/or interview candidates who are "finalists." They should also "rate" the candidates on each of the criteria; ultimately, all interviewers should compare their "ratings" and discuss any discrepancies. Having more than one interviewer helps control for personal biases.

5.  Be Courteous and Respectful

• Conduct the interview in a private place away from distractions.

• Begin the interview on schedule.

• If possible, conduct the interview without interruptions.

• Allow sufficient time for the interview.

• Appreciate the candidate's accomplishments.

• Do not patronize the candidate.

• Do not argue with the candidate.

• Thank the candidate for his/her time and interest.

6. Facilitate Open Communication

• Immediately attempt to establish a rapport with the candidate by breaking the ice; for example, ask about their experiences in a particular industry or geographical location (refer to his/her resume).

• Promote a relaxed environment with free-flowing conversation.

• Do not dominate the discussion by talking too much. Many experts use a 80/20 rule - you talk 20% of the time and the candidate talks 80% of the time.

• Politely probe the candidate for information by asking open-ended questions that will provide insight into the candidate's values and traits.

• Ask structured questions that will require some thought on the part of the candidate.

• Listen carefully to the candidate's answers. If they do not provide you with specific results, probe until they do.

• Explain the selection process to the candidate. Offer realistic time frames and stick to your word!

The Successful Interview - What NOT to DO

The following list is comprised of subject matter that is widely regarded as "off-limits" for discussion in an interview by employment experts. Most of these subjects relate directly to federal and state employment laws. Legislation covering equal employment opportunity is extensive and complex. Check not only federal laws, but also your own state's laws and guidelines. Remember, state laws vary! Consult an attorney for legal advice (before you begin the search process for a new employee).