The information gathered during an interview is essential for making a well-informed hiring decision. Unfortunately, many employers don't spend enough time preparing for these important meetings. A little planning goes a long way toward helping you hire the right person — and reduces the risk of choosing the wrong one.

Before meeting with job applicants, create a standard list of appropriate questions, and prioritize them by topic. Most interview questions fall into three general categories: job-related accomplishments, experience and skills; business aptitude and problem-solving abilities; and interpersonal skills.

Job-Related Questions
Job-related questions help you determine whether a candidate possesses the necessary background for the position. Examples include: "What are your primary responsibilities?" and "What major quantifiable accomplishments have you made that directly benefited your organization?"

Business Aptitude and Problem-Solving Abilities
Questions that assess business aptitude and problem-solving abilities allow you to evaluate a person's strategic and creative thinking, general business knowledge and project management skills. A typical question might be, "How would you handle the implementation of a new financial system?"

Interpersonal Skills
Questions relating to interpersonal skills help you evaluate an applicant's sense of teamwork, honesty, career goals and ability to work under pressure. Typical questions might include, "How do you handle conflict?"; "How do you cope with stressful situations and multiple tasks?"; "Why do you want to leave your current job?" and "What are your key strengths and weaknesses?" Because you're also trying to ensure a good fit with your organization, you might also ask, "What sort of work environment do you prefer?" or "What kind of atmosphere brings out your best performance?"

To obtain further insight into a candidate's character or his or her global view of the industry, consider asking the following questions:

• "What is your opinion on the role of technology in the industry today?"
• "What do you think your current (or past) company could do to be more successful?"

While you want to make it clear you're not looking for proprietary or specific information, you are looking for the applicant to display a clear understanding of his or her employer's missions and goals as well as whether or not he or she thinks in terms of those objectives. Inability to answer this type of question may signify a lack of interest that could carry over into your organization.

By planning your questions you'll prompt better responses and ultimately strengthen your chances of making the best hiring decision.