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Open your interview with an informal icebreaker to establish rapport and then offer some background information about the company and the position. You might start by telling the candidate your own history there and what the opportunities are in general at your fi rm. Then start asking questions. Keep your questions open-ended, which will not only encourage candidates to talk, but will also demonstrate how well they think on their feet, something "yes" or "no" questions do not reveal. Avoid leading questions, or those that  suggest what you want to hear. Be responsive and say things such as "I see," or "Tell me more," to urge the candidate to expand on answers. Paraphrase some answers to make sure you understand what the candidate is saying. But as a rule, you should allow the candidate to do most of the talking.
You can start by asking the candidate to say more about work experience and responsibilities  listed on the resume and to give specifics: What was the most difficult part of the job? How much teamwork was required? What were the drawbacks of managing a small staff? What were the advantages? General questions such as these will usually yield fairly detailed descriptions. Then move on to questions designed to reveal personality traits or specific qualities that you consider to be requirements for the job. If you need someone who can deal with stress, ask the candidate to discuss one or two work crises they handled in the past. Note how quickly, directly, and thoroughly the applicant answers. Finally, ask questions to gauge how well the applicant would fit into the company. Try to get a sense of the attitude and work habits the person would bring to your team. It's critical to find out whether the person you are considering has an employment contract at her current job that puts limitations on future employment, either permanently or for a specifi ed period of time. For example, if the candidate's employer is in a similar business to yours, and her contract has a "no competition" clause, she might be prohibited from working for your company.
Atin Dasgupta is director and co- founder of Perfman HR.
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