There’s mature campaigning, there’s immature campaiging, and there’s everything in the middle. Campaigning is a big word, so let’s call it what it is: sales. Specifically, a job application.

Probably you want to know why someone’s interested in and great for the job. Set some guidelines so you learn what you need from the job candidates.

Three of my favorite screening techniques for job hiring — and I’ve seen these used at companies where one person or 100 people are making the hiring decision — are:

#3) have the person interviewed by four to six interviewers asking questions, so the interviewers both share their sense of the person, and the interviewee gets a balanced sense of what the interviewers are looking for,
#2) ask the candidate questions to understand how they think and act, such as, ‘What’s a challenge you faced in a past job and what did you do to move forward?’,
#1) invite the candidate in to work for a day, paid to do real work that needs to be done, similar to their actual work when they take the job.