Your business will rise or fall according to the quality of individuals you hire. As King Solomon observed, "Like an archer who wounds at random is he who hires a fool or any passer-by" (Proverbs 26:10 NIV). Poor hiring decisions will hurt your business, but effective interviewing will screen out weak performers and highlight those most likely to contribute to your success.

Be Prepared. Effective interviewing begins with a clear, written description of the basic job qualifications. Start by determining minimum levels of typing speed, computer expertise, knowledge of machinery, or other specialized skills necessary for proficient job performance. Your local office supply store may have standard tests available to help you develop methods for candidates to demonstrate the required skills.

Next, develop a list of essential interview questions, inquiring specifically about each candidate's past jobs. Ask for a summary of responsibilities that were added in each job to determine whether a solid progression toward more responsibility has been established. Several revealing questions include, "What was the most important aspect of your job?" How was success determined?

Look for an understanding of the job. Surprisingly, many people interview for positions with limited knowledge about the job. After outlining the responsibilities of the position, ask, "What skills do you believe are necessary for this position?" What skills do you possess? A new hire will become quickly disenchanted if the job is different from what is expected, and you will gain key insight if the candidate understands what is expected.

Look for Vision. Ask candidates where they see themselves in six to twelve months. An employee who comes in with unreasonable expectations will soon become restless and quickly move on to the next job. On the other hand, a candidate without short-term to mid-range goals may also have a lethargic attitude that will spill over into poor performance. Ask about future educational plans to gain a sense of the person's direction. As it says in Proverbs 29:18, "Where there is no vision, the people are unrestrained" (NASB). A worker without vision will likewise be ineffective.

Discover Their Willingness to Learn. Another good question to ask prospective employees is, "What have you learned from each previous job?" Follow up by asking, "What type of training was most effective for you?" Seek to hire people who have demonstrated their ability to learn and who have a positive attitude toward growing on the job. Effective learners will grow in value over time, strengthen your team, and require less management oversight. Scripture relates, "Jesus kept increasing in wisdom and stature, and in favor with God and men" (Luke 2:52, NASB). If Jesus needed to grow, clearly we should expect no less form ourselves and our staff.

Past relationships with bosses are an important indicator of future success. Ask candidates what they have learned from their former supervisors. Look for a balanced perspective. If every manager was a jerk, watch out. Likewise, if every past relationship was great, you may not be getting a straight answer. Probe for specific insight. Ask, "What did you like most about your past boss? What did you like the least? Tell me about a conflict you had, and how you worked through that difference?" Also ask, "How was your past performance evaluated? Was that evaluation fair?" Look for a positive attitude, and beware if past evaluations were always unreasonable: "Incline your ear and hear the words of the wise, and apply your mind to my knowledge" (Proverbs 22:17, NASB).

Probe Their Interest, Flexibility, and Expectations. Another key question is this: "Why are you interested in this job?" Follow up by asking what the candidate liked most and least about past employers and employment. Ask what type of work is most interesting. If they dislike repetitive tasks and that's the core of the job, you probably have a poor fit. Winnow out those who are merely looking for a paycheck from those who would genuinely fit the position.

Coping with change is an important skill in many businesses. Ask candidates about the two or three biggest changes they have experienced on the job and how they adapted.

Inquiring about their salary history will reveal the types of increases they might expect, as well as what might entice them away from you.

Be Patient. Your questions may be greeted with silence at times, but always wait for an answer. Don't let the candidate off the hook. We all get stumped from time to time, so kindly let prospects know that you will wait for them to formulate an answer.

Expect Honesty. Honesty is critical. If at any point during an interview you determine that a candidate has been less than honest, bring the interview to a close. You will always regret hiring a dishonest individual: "Lying lips are an abomination to the Lord" (Proverbs 12:22, NASB).

Use these questions as a foundation for your hiring process, and add your own questions to customize your approach. Interview thoroughly and listen carefully, and you'll end up building a great team.