How do you sort out the good candidates in an interview? Angela Hosking, from top IT recruiter Greythorn, was voted Australia's favourite recruitment consultant in the 2004 SEEK Annual Recruitment Awards (SARAs) - and has shared her inside tips on what to look for and what to ask in an interview.

1. Presentation:
   It is important for a candidate to be well presented, as first impressions last. Obviously this must be appropriate to your workplace, because well presented doesn't automatically mean a suit and tie.



2. Preparation:
   A candidate needs to be prepared. What role are they meeting you for? Has the applicant done a little research on the company? Or if this is difficult, have they investigated the industry?



3. Clarity:
   Good candidates are 'clear'. They are able to articulate themselves well and get each point across succinctly. Where you feel an answer is vague, try pushing them further to see whether they can respond more clearly.



4. Confidence:
   Confidence is not arrogance. A good candidate can actually be humble as an individual, but confident about their strengths in a positive way - and just as honest about areas they feel need developing!



5. Professionalism:
   Look for candidates who are professional but remain personable. Applicants who can relax and be themselves in an interview, may make an easy transition to the workplace.

Here are 5 questions from Angela to help uncover the 'real' person sitting behind the professional applicant:

1. "How would your work colleagues describe you?"
2. "What tasks do you really not enjoy doing? How do you motivate yourself to do them?"
3. "Tell me about a time you made a significant mistake that was crucial to the success of the project/client relationship. And what did you do to rectify the situation?"
4. "What do you like to do for fun outside of work?" or "What is the funniest moment in your career?"
5. "What motivates you?" (in any sense)