Describe the position fairly. Let the candidate know precisely and in the simplest terms what the duties of the job are and what will be expected of him or her. Do not go overboard in selling the position or the company. A major cause of employee dissatisfaction and turnover is that the job proves to be different from what the employee expected it to be. However, do not be too general.
Past behavior can predict future performance.
Ask questions that are based on past performance. Probe the candidate's personal philosophy. What a candidate believes and wants may mean as much as what he or she can do. Find out what particular function the candidate would like to perform. Finding out what the candidate particularly liked or disliked about a previous position may help you assess how well the candidate will fit into the company.