You ought to hire people based on far more than just the job interview, but sometimes there’s just no time to do it right. So if the interview is all you have, here’s how to make the best of it:

Call applicants first. Before setting any interview, telephone candidates first and talk for a few minutes. If the chemistry simply isn't there, don't bother setting up the full-blown interview.

If they get passing marks in chemistry, ask them to call you or your assistant at a specific time in a few days to schedule an interview. If they don't make the call when they’re supposed to, that's a red flag.

While you're at it, mention one topic that you would like to discuss in-depth during the job interview. When you finally do meet, that will show you how seriously they prepared and how thoughtful they are.

Use variety. Measure different talents by changing the pace during the interview. Ask three or four questions at once to see how they handle the information overload. Get them to comment about a product so you can judge poise and creativity. Ask how they have handled various work situations in the past. Walk them around the office and watch how they interact with people. Within legal limits, ask about their lives outside of work.

Look for curiosity. Relatively speaking, it’s easy to answer questions. But what are the applicants asking you? Are they thoughtful questions? Did they do their homework? Do they know your Web site?

Ask around. Find out what your receptionist and other people thought of the applicant. Some people are Dr. Jekyll around bosses and Mr. Hyde around everyone else. Do you want them working for you?