2.  Make sure the resume is well presented and free of mistakes/misspellings.  Relevant experience.  Employment history.  Measurable accomplishments.  Industry experience.

3.  Use a phone interview to screen potential applicants.  15 to 20 minutes to get a feel for a candidate.  On-Site Interviews  Dedicate time and space (if available) to the interview.  Avoid distractions.  Present a professional environment.

4.  Allow the candidate to do most of the talking.  Leave some quite space between answers to see if the candidate continues to talk.  Let the candidate ask you questions. It’s a two way street.

5.  Use “small talk” to get the candidate comfortable and in the mood to talk.  Introduce the candidate to the company. ◦ How do you describe the company?  Talk a little on the position you are looking to fill.

6.  Relevant Skills ◦ Describe what you did at your last job? ◦ Walk me through a typical day? ◦ What were your biggest accomplishments at your last job? ◦ What do you think you need improvement with?

7.  Personality and Work Ethic ◦ How would your previous supervisor/coworker describe you? ◦ What kind of work environment do you think best suits you? Why? ◦ What are things you liked about your last job? ◦ What are things you didn’t like about your last job? ◦ What would be your perfect job? Why?

8.  Conflict and Problem Solving ◦ Describe a situation where you were dealing with a difficult guest/ customer/ coworker/ supervisor? How did it get resolved? ◦ Describe a time when you were in charge of something and it went wrong. How did you deal with it?

9.  Identify Motives and Goals ◦ What is it about this position that appeals to you? ◦ What do you see yourself doing in the next few years? ◦ What do you think it takes to succeed at this position and why do you think you will succeed? ◦ How do you describe success?

10.  What NOT to ask ◦ Race or nationality ◦ Age ◦ Marital status or family ◦ Disabilities ◦ Religion ◦ Belong to any political or social organizations ◦ Arrested ◦ Type of discharge from military service

11. ◦ Give the candidate contact information in case they have any follow-up questions. ◦ Let the candidate now the timeline of when a decision will be made and when they should hear from you. ◦ Stick to that timeline. Professional courtesy.

12.  ALWAYS BE RECRUITING!!!!