How comfortable are you conducting a job candidate interview? Here are some tips to help you succeed in determining whether a candidate is the right fit for your organization.

First off, always come to an interview prepared. Thoroughly review the candidate’s resume in order to come up with a list of questions based on their background and on the requirements of the job for which they’ve applied. It’s a good idea to refresh yourself on the job description as well, to make sure you are discussing all aspects of the role.

When interviewing multiple candidates for the same job, be sure to ask the same initial questions of each of them. The follow-ups will be customized, but by sticking to a template and covering the same territory with each candidate, it will be easier to compare answers and determine the best fit.

Next, select an appropriate time and location to ensure the privacy you need for an uninterrupted one-on-one conversation.

The interview itself should play out something like this:

1. Welcome the candidate and start the interview like you would any conversation with a stranger, to build rapport with them. Keep it casual. Ask things like how was your drive in? Would you like some water or coffee? Comment on sports or weather or family. Find some commonality with them, some shared interest, and then chat about those things before digging into the formal interview.
2. Always ask open-ended questions, not questions that can be answered in a single word. Your goal is to encourage the candidate to elaborate on the details of their background. This will help you determine their critical thinking and communication skills. One catch phrase that can come in handy is to simply say, “Tell me more about that.”
3. If you see employment gaps in their resume, inquire about them. What did the candidate spend their “downtime” doing? What did they accomplish between jobs?
4. Look at each milestone in their career thus far, and ask how they accomplished each goal. Ask them to explain what set them apart from colleagues serving in similar roles.
5. Always leave enough time for the candidate to ask you questions. This will help you determine how well they prepared for the interview. Are they interested in particular aspects of the job? Do they seem to have some knowledge of the company? Not only will this show you how well they have done their own research; it will help you identify potential hesitancies about the job under consideration.
6. Before dismissing the candidate, be sure to explain what they can expect post-interview. Then see if they try to sell you on why they are the best person for the role. This will give you a chance to see how passionate they are about this job’s potential and may uncover some valuable information to help you make your final selection.

You may also want to consider giving the candidate a basic test on a skill that is required for the job. For example, If it is an accounting position, can you come up with three or four simple questions that will help you gauge how much they know?

Keep in mind that culture fit is one of the most important considerations in hiring a candidate. Monitor not only the candidate’s answers, but their attitude and emotional responses throughout the interview.

Perhaps most importantly of all, be a good listener. Be fully engaged and observant as the candidate responds. This will help you to pick up on nonverbal cues.

Finally, if you are new to interviewing, don’t be afraid to practice. You can always ask a colleague to role-play the interview with you until you are more comfortable with the process. And trust me, you will be, if you follow these tips.