Finding the right candidate to fill a position can be a daunting task. Without the right interviewing skills, the ideal candidate may slip away— or worse, the wrong one may land the job.

With adequate thought and preparation, a successful search is possible. Consider these tips and suggestions to hone your interviewing skills.

Areas to Explore
There are several areas to explore that will help you get to know a job prospect. Some of the most important ones are:

Work History - Determine the candidate's patterns, keeping in mind that past behavior is generally the best predictor of future behavior. Ask the candidate about recent accomplishments, and why he or she is considering a change.

Technical Competency - Ask questions to determine the candidate's skill level for a particular position. Consider having an employee from the department talk about the position and discuss the candidate's experience with a particular skill or skill set.

Situational Questions - Have the candidate discuss past work situations, both positive and negative, and how he or she handled them.

Team Participation - Ask the candidate to describe an instance in which he or she was part of a group project, and explain his or her role.

Fit - Consider how the candidate will fit into the company environment, and how clients would respond to the candidate. Can you picture the candidate working in your company?

Potential for Growth - Does the employee have the potential to grow beyond the qualifications of the job?

Questions and Other Things to Avoid
For all the questions that should be asked and topics that should be addressed, there are many that should not. Stay away from the following:

• Do not ask personal questions unrelated to the position, such as marital status, criminal background, religious affiliation, number of children, age, citizenship, home ownership and who to notify in case of an emergency.
• Do not ask questions that can be answered with a simple yes or no.
• Beware of the Halo Effect - Do not become attracted to candidates because they share common traits with you, such as attending the same university or growing up in the same hometown. Keep your opinion unbiased.
• Do not tip your hand, asking the candidate, for example, "Doesn't this look like a greatplace to work?"

• Make the candidate feel important and wanted. Even if the candidate is not a good match, make the candidate feel good about the interview process and your company.
• Maintain control of the conversation. Don't allow the candidate to turn the tables and ask all the questions. Take and keep control of the process.
• Deal with silence. Allow a candidate time to think. Control the process.

Sell Your Company
Think about what you are selling the candidate. Point out what makes your company different from the rest, such as environment, stability, variety, community involvement and opportunity for growth.

And be sure you can be proud of your company the way upper management treats employees, the way employees are recognized and competitive compensation levels.

Sure, finding the right candidate takes a lot of work. But when the right candidate lands the job, the return is invaluable.