When it comes to recruiting candidates for jobs, it seems like potential employees have more resources than employers themselves. Take interviews, for example, the internet is full of advice on how to succeed when you’re being asked the questions – but what about the interviewer?

Online recruitment provides you with a fantastic resource to scan for suitable candidates, but the only way to truly assess an employee’s potential is through an interview.

So you place your job advert then, after you’ve whittled down to the CVs that stand out to you, it’s time for the interview process. Would you be prepared to ask the right questions and make the best decisions for your company?

You must know by now that preparation when recruiting is a must. Make sure you’ve thoroughly read a CV in advance and understand the key requirements of the vacancy in question.

When sitting opposite a candidate, try and establish an atmosphere whereby you’re clearly authoritative, but also welcoming to open dialogue. Similarly, by all means have a list of questions in front of you, but make sure you ask them in a way that will encourage the applicant to open up. If you only allow candidates to answer in monosyllables then, quite clearly, it’ll be difficult to ascertain too much about them.

Also, you’ll want to find evidence of a candidate’s experience. Ask for examples of when they’ve demonstrated fundamental skills – organisation, crisis reaction etc. – in prior jobs.

Finally, remember to be somewhat open yourself – you’re looking for the right employee, but they’re looking for the right employer too.