Filling a vacancy with the right person is critical. Getting it wrong can be costly, wastes time, upsets the team and damages a manager’s credibility. For the best information, use as many people as you can so you can share judgements. Two interviewers are ideal but three is not too overwhelming.

Beforehand you will need to agree the qualities and skills necessary and presumably will have used these for the initial sifting.

During the interview, discuss the candidate’s achievements against your requirements and make notes. Afterwards, discuss your findings and form a joint view on each candidate.

By involving more people you can get a wider view of each candidate. If you are meeting applicants in your own offices, ask the receptionist her opinion. An arrogant know-all may not feel he has to put on an act for her and be rather rude. If you have hired a meeting room from your virtual office supplier the receptionists will be equally helpful.

If time and circumstances permit, a potential colleague could show the candidates around or explain the position in more detail. Although this is easier in your own premises, an imaginative approach could also work in a virtual office. As with the receptionists the candidate could drop his guard and be more open and relaxed allowing you to see the real person.

By being apparently more helpful to the candidate you will double the opinions you need to enable you to make a more balanced judgement. You will also be involving your own staff in the process which will have its own benefits.