How to interview staff
Carefully read the candidate's CV and availability (and ability to provide) are examples of his work. Think about what evidence in his favor, and some questionable. Think about what he would like to clarify, on this basis, formulate questions.
If necessary, add questions that shed light on the applicant's professional competence (for example, how he will emerge from a given working situation).
Rate your feelings from the previous communication with the candidate (by phone, in electronic correspondence). This may give rise to additional questions.
At the time of visit of the candidate to your office to briefly tell him about the company, position offered, responsibilities. Better not to reveal all the cards, and to give the candidate the reason for additional questions that may serve as an additional test: I will use it whether they ask or not.
Ask the questions you have prepared, carefully listen to the answers to them, fix the most significant points from the answers.