Stephen-Bradford's business developer offers hiring managers several effective tips for evaluating potential employees.

When our search firm engages appropriate candidates for clients, we put the candidates through an intense interview process that drills far beyond what's found on the resume. The system we use is highly successful in vetting out who is the "real deal." Here are several things we do that should be easy to integrate into your existing interview process.

1. Question, question, question
Since "what" the candidate has done is already on their resume, we urge you to ask the "why's" and "how's." By asking these behavioral questions you're able to observe how the person thinks. You should understand why they chose certain schools, moved to different jobs and what their greatest learning was from each experience. 

For example, when interviewing salespeople, ask them to describe how they engage prospective clients. Have them tell you about a situation when they didn't win the business and how they applied what they learned to the next opportunity. Find out how they like to be managed and like to manage and request an example of how they effectively work with others. 

2. Have them put it in writing
Most of us are in the marketing communications business and it's essential to have impressive writing skills. Think about how often you receive an email where someone did not clearly express their thoughts or a vital piece of information was lost.

Send candidates a few questions that weren't asked during the oral interview and have them write up the answers. Not only will this test their written communication skills, it will measure a candidate's commitment to pursuing your opportunity. Good candidates who are truly passionate about joining your company should see this as a valuable exercise, not a waste of their time.

3. Involve your team
It's important that each of your colleagues who will have significant interaction with this position meet the candidates. Make sure that every team member is clear on what the group is looking for so that the candidates will be evaluated on the same basis. Have different people ask different sorts of questions, so the candidate is not repeatedly asked the same question. 

After a candidate goes through the entire process, immediately meet with your team and compare notes. Encourage your colleagues to express any issues they might have and talk about them. 

4. Request proper references
We typically ask candidates for a reference from a client, a former boss and someone who had reported to them (or a peer). In addition to providing different perspectives about the person, it also forces them to provide people they might not have offered on their own. 

When you speak with their client, ask them why the candidate won their business and why they would like to continue working together. Ask the former boss if they would hire the candidate again if they had the opportunity. This goes back to tip number one-- the right questions will get you to what you're really looking for and hopefully to a hire level!

Brandon Gutman is director of marketing & business development, Stephen-Bradford Search. Read full bio.