Hiring new employees can be one of the most important decisions that a business can make. These 30 to 60-minute encounters are often the employer's best opportunity to determine whether a candidate will meet the expectations of the position and fit in with the office culture.

When preparing for an interview, the interviewer should study the person's resume, become familiar with the submitted information, run an internet search for the candidate's social media sites, blogs or published work and develop a set of questions and topics. During preparation, it's a good idea to consult with coworkers and human resources to make sure the right questions are being asked.

The Wall Street Journal recommends that an interviewer start by preparing interview questions that span four categories, such as fact-finding, creative thinking, problem-solving and behavioral tendencies. The fact-finding queries should not take up too much time. Questions such as how long they were with a previous employer are generally answered on the resume. However, asking them to describe working conditions and recount their experiences may reveal a great deal about the individual.

Ask questions that require candidates to both think about the industry and questions that will demonstrate their thought process and critical thinking.

Behavioral questions such as asking the candidates to describe how they would act in a fictional scenario or in a past situation can indicate to the interviewer a candidate's ability to deal with a challenging situation (and how effective they are at solving problems).

Allocating the necessary time and resources to find and hire the right candidate can help ensure a business is hiring the right employee to fill the open position.