They say first impressions last. But if you’re a boss in your company, you know this isn’t true. Because when you hired your assistant, you were convinced that she’s hard-working, fast-learner, and intelligent. But her output says otherwise. How do you avoid such regrets when the next hiring is on? Do the following.

Send the invitation by phone. Invitations for a job interview can be sent by email, snail mail, or text message. But I would advise you to invite your applicant by a phone call. Why? Unlike the others, a phone conversation can give you a lot of essential info about your applicant based on the way she speaks and how she handles conversations.

On the actual interview, explain the job requirements. Your job post can sound as general as marketing staff, graphic artist, or receptionist, and though applicants will know what is usually required as qualifications, you have to be very clear on the tasks and duties.

State the expectations. Tell the applicant about working hours, standard operating procedures, and their quota, if there’s any.

Ask them if they have questions and encourage them to talk. Don’t settle with a “no questions” reply because it’s probably not true and it means the person is just holding back some hanging question in his head. It’s impossible that he’s understood everything. Surely some things need further clarification.

Ask for possible problems. It’s better that you know now if there will be problems on schedule, load, or salary.

If possible, record the whole interview session, or have a panel present to evaluate the applicant. It’s important that you can get as much feedback about the applicant because there might be things you might have missed.