Open Brainstorms

Find out through the interview time how the person thinks. Not what they know......not what they did....but how they perceive the world and themselves in it. This will give a snapshot of how they will be in the job. The questions should be developed by a qualified psychologist and allow the interviewed person to show the real part of them that shows up everyday for work. If not..you will have people that are very good at traditional interviews and may not be very well suited for the job at all.

1-Finding Better Candidates: Advertising with a long list of "requirements" limits your prospects to those that fit that mold. Many exceptional people come from backgrounds that are outside the mold. They bring new thinking to the table. At least a small percentage of your work force should include these "independent" people so you can keep your company processes from becoming stagnant. Invite "exceptions" and you will never be typical.

Great question. Maybe: provide the interviewee with a list of less formal questions that they can ask the interviewer to break the ice and find common ground early on.

Have them read a chapter of a book (about the industry) and discuss it in the interview. This can be used to gauge analytical ability and help with giving time to organize answers instead of split second thinking.

Play a game to judge the persons character/how you will get along with them while working.

Eliminate phone interviews

Interview at the beach

Have later interviews at the prospects house (if they agree)

Have interviews at ethnic or unique restaurant to serve as a conversation started/ice breaker