The first thing you can do is find out how prepared your sales candidate is for his interview with you.

Now that’s an interesting question. As if not one of us hasn’t hired someone at one point or another that we ended up not needing. And that’s understandable. In this tip, however, let me make the question a bit more precise: Would you hire someone that you knew at the time of hiring that you didn’t need?

This is a superb area to discuss in an interview. Let's first ask our candidate what "stress" means to him.

If your company has a story, especially a compelling story, make it known to your applicants and find out how they can connect with it.

It's not unusual for people to get bored "on the job" but I think it would be a good idea to find out how bored your candidate gets and how they deal with it.

Many of us have interviewed the person who wanted us to feel sorry for them. They wanted to use this line of sympathy as a reason to be hired.

Asking your candidate to describe herself in just one word could provide a very interesting insight.

Some people spend a good deal of time criticizing those around them. This person will often tell us "it's for their own good" or "it's constructive criticism." They want you to believe they are doing you a favor by pointing out the faults of others.