Don't get so excited about finding someone with the requisite skills and approach to work that you forget to assess interpersonal skills. If you do, prepare for complaints from the rest of the staff, a sense of dread every time you encounter the employee, and e-mail from your boss wondering what you're going to do about it.

Remember: Almost nobody gets fired because they lack the job skills. They get fired because they lack interpersonal skills.

Take Action

   Pay attention to how you feel during the interview — it's no small consideration.

Remember that candidates put their best foot forward during the interview; it won't ever get better. Do you like the candidate? Think about coming to work every morning. Is this someone you'd be happy to see? Can you picture stopping by to get an opinion? Or is this someone who gets on your nerves? If you find yourself hurrying through the interview, listen to that little voice. Make a promise to yourself never to hire someone you don't like. Our rule is simple: "If we didn't feel a chemical in our bodies from their presence, then why should work with us?"

   Listen to how the candidate talks about previous jobs and organizations.

Are you hiring a victim? Does the candidate show respect and find positive things to say? Does the candidate take responsibility for her own career? Be wary if you start to hear things like, "There weren't any opportunities…" or "No one listened to my ideas…" or "A lot of the decisions made weren't very smart". Yes, there are a lot of bad organizations out there. But true professionals won't see an interview as an invitation to trash another organization.

   Listen to how the candidate describes previous bosses.

Be wary if the candidate makes it clear that every boss he ever had was an idiot. If you hire the man, he'll be gone in six months and you'll be the idiot he's talking about at his next interview. Guaranteed.

   Watch as well as listen.

What if the candidate says is one thing; how she acts is another. How does the candidate treat the receptionist or other employees? How does she treat you? Does she listen and answer the questions? Is she punctual, appropriately dressed, and prepared? Does she tell inappropriate jokes?

   Look for curiosity and enthusiasm.

If the candidate only asks about salary and benefits, you're in trouble. Work has become such an integral part of our lives that it takes much more than money to really engage us. Even applicants for entry-level positions should take the time to get information about what they might be getting into. Ideally, candidates should inquire about corporate history; short- and long-term goals for the organization; the corporate culture; their potential colleagues; career development opportunities; and what working for you is like. Candidates should want the information for themselves. If they can't cover all the bases for themselves, what are the odds they'll do it for you once they're hired?

Listen to your gut, but be sure that if you dislike someone it's in response to their behavior (he interrupted you frequently, or she was condescending to the receptionist) and not based on their race, gender or other bias you may have. Make a mental note of the offending behavior.

Be wary if a candidate tells off-color jokes during the interview. Telling such jokes later, on the job, could be costly to the company.

And last but not least, pay attention to your intuition. Trust your own feelings.