Be realisticOnce you have invited them in for an interview, make sure you are realistic in your expectations of what the ideal candidate is. Have a clear outline of the role at hand and a set of criteria of what you are looking for. You want someone who will blend in well with the company and bring something new to the table. By having these answers in your mind prior to the interview, you will be in a much better position to judge if someone is the right fit.
Build your way up to the tough questionsAt the beginning of an interview, it always helps to ask the candidate about themselves to give them a chance to relax and feel more at ease. Once you have got them relaxed, move onto short, quick-fire questions to test the candidate’s general knowledge and get a snapshot of their interests – you can be as creative as you like. Read more: The many Garys of 2013, and the UK's nine other hardest interview questions By engaging with the candidate in a more personal way, you will be able to get stronger, more concise answers when it comes to the more probing questions.
Give them real-life scenariosTo gauge a candidate’s reaction to high pressured situations, it is always important to give them real-life scenarios.
In my company, I am forever multitasking and organising people, so if my mobile rings, I have to answer it – regardless of the situation I am in. I tend to answer my phone during an interview, as the reaction of the interviewee can be very telling. If they are taken aback and can’t recover, then they are not the right fit for me.