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Here are some initial pointers on the 80% that MUST be done before the interviewing even starts.

1. Analyse in fine detail what the post holder is required to do. Prepare a detailed job description. What targets is he/she expected to meet?
2. Work out how you will test candidates' technical competence to do the job.
3. What difficulties will face the new incumbent?
4. What kind of personality is needed to deal with these difficulties and to succeed in this role?
5. Decide on a series of questions, both straightforward and indirect, to test for the necessary personality traits.
6. Decide who will ask what question.
7. Set up several safety nets such as checking references, facts on the CV and claims of pervious experience and qualifications.

Interview to really find out - not to boost egos

1. Don't play games - you're not there to show how clever you are or what a great company you have.
2. Do as much as possible to help the candidates relax: get them talking about themselves - their likes and dislikes.
3. Let the candidate do 70% of the talking - you want information so let them give it.
4. Only ask those questions which test for the traits you know the candidate will need to succeed. If you are not satisfied keep testing.
5. Be honest and ask how they would deal with a particular problem they will encounter if successful.
6. Ask "Why?" to some of the candidates responses because "Why?" tests how deeply they have thought about an issue or how solid their views are.

For senior positions have at least three interviewers!

Profit Improvers Ltd would be pleased to take some of the load of analysis and checking off your shoulders.