Interviewing professionally: how to find the right person for your organisation

Before the interview, be clear on the real requirement of the role — not just the job description. Answer this first: what must this role deliver in its first three months, and what did the previous person do that did not work? In the interview, ask about real experience rather than hypotheticals. Instead of “what would you do if a client were angry”, ask “tell me about the last time a client was unhappy — what did you do, and what happened?” Answers grounded in real events predict behaviour far more accurately. Assess cultural fit as well. A strong individual contributor may not suit a team that coordinates constantly — and vice versa. Let the people who will actually work with the candidate meet them at least once. For roles requiring a foreign national, verify from the very first round that the company genuinely qualifies to obtain a work permit — registered capital and Thai-to-foreign employee ratio included — so neither side wastes time when the offer letter stage arrives. Finally, always close the interview by stating the next step and a clear timeline. Good candidates usually have options; clarity and speed are what let an organisation secure the right person ahead of its competitors.