Conducting a job interview may seem simple, but a lot rides on it. Finding the right employees is essential to running a business, while the wrong employee is not only bad for business, but also an expensive waste of training and recruitment-replacement time. Following simple tips helps to ensure that an interview achieves the goal of identifying the right candidate.

Preparation
A manager should do her homework on the interviewee before the interview by familiarizing herself with his resume, cover letter and other submitted materials. That way, interview time is not wasted on obtaining basic information, suggests BNET.com. In addition, prepare by thinking about the job and previous people who have filled it. What skills, knowledge and personal traits made them successful or unsuccessful? You can even ask people who have held the position, or their supervisors, about the factors that would make a good candidate and make a list of them. Make sure that there is agreement between everyone involved in the selection process about the criteria and nature of the job, since otherwise a candidate may be asked entirely different questions by a second interviewer, as Jim Sullivan, president of Galaxy Management Group, told Inc.com. Finally, prepare a list of questions and be prepared to answer the applicant's questions, Saylers Employment.com. recommends.

Questions
Asking the right questions is one of the most important and challenging aspects of conducting an interview. Behavioral questions, such as asking about previous work situations where the candidate demonstrated initiative, have many advantages. The candidate is being asked how she has done something, not whether she has done it, which makes it difficult to fake an answer, Vancouver-based consultant Tom S. Turner explained to Inc.com. In addition, since the question asks about previous experience, the answer can be checked. When asking a behavioral question, consider what the applicant's anecdote says about her; for example whether the candidate tries to take all of the work credit or emphasizes how she contributed to team outcome. Write down good responses and ones that give you pause so that you can give the answers appropriate attention, suggests BNET.com. Finally, keep in mind that some questions cannot be asked during an interview due to employment laws about discrimination and personal information. Make sure you are aware of the laws relevant to interview questions in your area.

Listening
Active listening involves understanding what is really being said rather than just hearing the words, explains Saylers Employment.com. Since verbal communication is only a small percentage of communication, maintain good eye contact with the candidate and be aware of body language and voice intonation. In addition, avoid the common mistake of talking too much. Talking too much will not allow you to gather enough information during the interview to make an informed decision, and it can also throw off the process by making the candidate think you are not interested in him or his application.