Keep it legal

It's illegal to ask a prospective employee certain questions. Queries about marriage status, age, religion, disabilities, citizenship and drug or alcohol use can put your business at risk for a discrimination lawsuit. Make sure you understand what you can and can't ask legally.

I recommend: FindLaw shows you how to rephrase unlawful questions in such a way to make them lawful while soliciting the information you need. Find questions to avoid during a job interview at Entrepreneur.com.

Choose an appropriate interview format

Do an initial "screening" interview on the phone or even online to determine if your job candidate is worth bringing in for a face-to-face talk.

I recommend: Discover the advantages and disadvantages of various screening interview approaches at About.com. Log on to Workforce Management's community center forums to ask managers and human resources professionals which interview approaches and techniques have worked for them.

Ask the best interview questions

Tailor your interview questions to the specific position you're filling. Try some "behavioral" questions during the interview:"Describe a situation in which you were able to…" Behavioral interviewing is based on the belief that a person's past behavior and performance is an indicator of their future behavior and performance

I recommend: Find a list of common job interview questions as well as sample behavioral questions at Quintessential Careers. Although these lists are geared to assist job applicants rather than employers, they may spark ideas for your own questions. Check out "Interviewing for Employers" for tips on how to phrase questions for greatest results.

Evaluate interviewees

Be sure to evaluate all applicants in the same way, and have a system to compare their skills and personalities. Use a form to check skill levels, education and training and also note salary requirements.

I recommend: Download About.com's Job Candidate Evaluation Form or create your own applicant rating form using Microsoft's tutorial.