How to conduct an interview with the 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 professional suitability of the applicant (for example, how he will exit from a given work situation).
Assess your feelings from the former communication with the candidate (by phone, in electronic correspondence). This can give ground for 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 prepared questions, carefully listen to the answers to them, fix the most significant positions from the answers.