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The process of locating the right candidate for any job can be an extremely challenging one. This is even more so if the open job in question is for a crucial, high-level position. Locating and landing the right person for the job could mean a team member that becomes an indispensable asset to your company, while choosing the wrong one could cost you a fortune to restart the process of finding someone new who better meets your needs. The key to success lies in knowing what questions to ask and how to ask them. The use of the right techniques can help you answer important questions about the character, temperament, and thought process of a prospective candidate. Is he a good team player as well as a good leader? Is this someone who can think effectively on his feet? How efficient will he be when it comes to meeting deadlines and working under pressure?

A process known as behavioral interviewing is helping more and more employers find satisfying answers to questions just like these before they hire, making it easier to sidestep the possible pitfalls of hiring someone who may interview well, but not perform up to the required standards. Statistics show that when compared to traditional interviewing techniques, behavioral interviewing is 5 times more effective when it comes to pinpointing the right person for the job. It was first formulated and introduced as a valid interviewing technique in the 1970's and is based on the idea that looking at past behavior is the best way to determine future behavior. Behavioral interview questions often require the candidate to reply by telling stories about real-time experiences related to specific skills and necessary character traits, giving you the interviewer valuable insight into his work habits, general attitude, and time-management style in the process. It also gives the candidate a chance to be original and set himself apart by showing you what he as an individual can bring to the table.

The first step in the process lies in first determining exactly what kind of candidate you want for the job so that you can properly plan your interview strategy. Take a look at the position you're looking to fill. List all the requirements the person you choose would need to meet. Determine what technical skills, hands-on experience, or educational background this person would need to have under his or her belt in order to be considered. Next, visualize the ideal person for the position in your head and make a list of the qualities and

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