A candidate that is willing to work in your organization, previous to the interview, is going to research you, your mission, your values, your achievements, your competitors, and your present challenges. Also, the candidate will be excited to have the opportunity to talk about his willingness to be part of your organization. Of course, not every candidate will be outspoken. That is why you need to assess the true willingness and readiness of your candidates.

Use questions such as the following to isolate those who are hungriest for the opportunity that you are offering:

• Why do you want to be a part of our organization?
• What do you know about our organization?
• What sets us apart from our competitors in your opinion?
• How do you see your career progression inside our organization, if you were chosen to work with us?

The secret to a successful job interview lies in two key factors: the skills of the interviewer to avoid common hiring mistakes and the skills of the interviewer to assess potential talent in the candidates.

Nevertheless, the high turnover in new hiring is due more to a personality-culture mismatch than a technical skills mismatch and it is here that the soft skills or emotional intelligence of the candidate makes the difference between good hiring or a high turnover.

Finally, use the 80% - 20% technique when job interviewing. Let the candidate speak for 80% of the time at the beginning of the interview. You speak 20% of the time after you have completed your initial round of interview questions. And, always be willing to offer some career advice and direction.

After all, every relationship gives you an opportunity to share your wealth of knowledge and experience with others. If you simply see the interview as an opportunity to give a gift to someone else - whether you hire them or not - you will find that the communication becomes a lot more natural and enjoyable.