A well structured interview is the most effective way to judge the potential worth of a candidate. It is your opportunity to determine if the applicant is going to be the right person for the position.

An unstructured interview, where you have no idea how the interview will progress, will hurt you and the organisation more than the applicant. Asking the wrong questions – and failing to ask the right ones – may mean you miss out on the ideal addition to your team.

Here are some tips on creating a strong interview process:

• Ensure that you make time to go through the candidate’s CV – do not leave it until the last moment
• Offer the candidate a glass of water before the interview starts. Everyone is nervous at these times, which can result in a poor interview and you letting the best candidate slip through your fingers
• Explain to the candidate the structure of the interview, which will help put them at their ease and result in a better interview
• Tell them a little about your company. Ask a little about them, including the information on their CV. Be wary of any inconsistencies between the candidate’s CV and what they’re telling you.

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Some strong interview questions that you should ask each applicant are listed below. By asking each applicant some of the same interview questions, you will gain comparative insights into the different applicants and their answers.

Why are you the right person for the job?

This is a fantastic question because it allows candidates to answer however they see fit, providing insight into their personality and working style. Some may provide a list of qualities and tell you how they fit the position, whilst others may concentrate on passion for the industry. Consider how their answer fits in with your current team and your business goals as a whole.

What do you know about our company?

Candidates that display knowledge about your company show they have made an effort to prepare for their interview. Good preparation skills are essential for any job and reveal self-discipline and a realistic approach. If a candidate hasn’t bothered to find out about your organisation, your strategic goals or your products and services, do you really want them working for your team?

What are your biggest weaknesses?

Be prepared for a wide range of answers. The content is less important than the candidate’s willingness to accept their imperfections and commit to either improving or working around them. If the candidate doesn’t address how they deal with their weaknesses, don’t be afraid to follow up.

Where do you see yourself in five years’ time?

Candidates with strong professional aspirations often display drive and enthusiasm that can really benefit your business. Look for candidates that have a good working knowledge of the industry and can identify relevant opportunities that may relate to their own careers.

What do you like to do in your free time?

When hiring employees it’s important to consider their place in your team. Finding out what candidates do in their free time can help you decide whether they will integrate successfully with your current team.

Do you have any questions about the position or our company?

This is a great leading question that allows candidates to find out relevant information; they may ask where you see the company in five years, how you feel the industry is changing or why you’re recruiting for the role. You’re looking for engagement and interest.

If you require further assistance with what type of questions you may use a template that will give you samples of over 150 interview questions.

If you're new to employing staff getting a Complete Recruitment and Selection Package will ensure that you are comfortable with the process and it will guide you to employ the right people for your business.

Vlasta Eriksson is the managing director of Signature Staff