For a job candidate, the interview process is fraught with tension and uncertainty. On the other side of the table, hiring managers face their own stressors; finding a good fit for an organization represents a major business decision, and hiring managers need to choose wisely.

The interview is among the more personal and comprehensive ways to evaluable a job candidate, and hiring managers can take note of the following five things to be aware of about the candidates with whom they meet.

1. Why is your job searcher searching?

Figure out what has prompted your candidate to apply for your open position. Is he looking for more responsibility? A shorter commute? A different industry? Is she looking to get out of a toxic work environment? To find a position with less stress? Knowing this piece of information gives you insight as to what makes the candidate tick, and it’s a question that you should have no problem asking the applicant directly.

2. Past performance through references

We study history as a way to better understand our present and our future; looking into the applicant’s past performance offers a window onto what he or she would offer to your organization. Go beyond what is stated in a resume, and ask for key references who would be able to speak not just to one’s character and work ethic, but directly to their past performance and results.

3. How do they like to be managed?

This is a difficult question for many job applicants to answer. However, people who have taken an honest and reflective approach to why they are searching for a new job should have this question covered. Are they looking for a micro-manager? A hands-off delegator? Armed with this information, you can match their skills and experience with an appropriate manager who would offer a mutually beneficial supervisor-employee relationship.

4. Fact check public information.

This statement shouldn’t shock you, but people have been known to exaggerate – or even fabricate – information on a resume and application. Guard against such misinformation by doing some basic fact checking of a candidate, especially for more high-profile positions. The time for surprises – good and bad – comes before someone is offered a job, not after they are in a position.

5. Why this job, and why now?

This ties in strongly with question number one, and speaks to how much thought and consideration your potential employee has devoted to making a positive career move. In this response, you are looking for enthusiasm and details that relate back to either the mission of your organization or the details of the job description.

The PACE Staffing Network team can assist your company’s hiring managers in reviewing and interviewing your job candidate pool. Call our office to get a sense of what our experience in the hiring and staffing fields can offer you.