Interviewing prospective employees is stressful. You want to find not only a hard worker, but a team member who meshes with your staff and fits into the company culture. Finding the best associate who works well with others and drives business isn’t easy, but we’re here to help.

When a customer walks into your establishment, your employees are the face of the business. They are judged upon every interaction they have with customers, from the initial greeting until the customer walks out the door. The interviewing process is crucial in terms of finding the type of worker you want representing your brand. Here are six questions you should ask every potential employee when they sit down for an interview.

What was your toughest customer like?

This is a great question to ask because it teaches you how a candidate copes with adversity. Dealing with the public is not always easy, and knowing how an individual will work with a difficult customer or situation is important. Past behavior can predict success in the future.

What is your most significant accomplishment?

Learning how a candidate set and met a goal is a wonderful way to discover their work ethic. In addition to the original question, pose some follow-up inquiries about how they managed to achieve the accomplishment. What was the process like?  What mistakes did they make, and how did they overcome these and find success?

During your life, what have you been successful with but would never want to do again?

We have all performed tasks that we didn’t particularly care for, and the way we performed in spite of our feelings is a good barometer of character. For example, find out if the candidate was bitter because they thought they were too good to do the job, or if they were willing to do whatever was needed for the good of the business.

Tell me about something you’re good at in two minutes or less.

The point of this request is to get a feel for the candidate’s passion and charisma. Let them know that their answer doesn’t have to be work-related; it could be about anything, such as sports or a hobby. People who can intelligently convey their passion about something in their life usually bring that spark with them to the sales floor.

Tell me about a time you messed up and how you fixed it.

This is a tried and true question for a reason; it offers insight into the candidate’s mindfulness and their level of humility. Job seekers should expect to be asked this question, so those who obviously make something up on the spot or blame others while answering should send up a red flag immediately. If they can take ownership of the mistake and be humble, this usually means you have a good prospect seated across from you.

What was the biggest decision you’ve made in the last year?

Learning the thought process behind a candidate’s biggest decision is a great way to gauge what they would be like as a team member. Did they make a snap decision, or did they take the time to weigh the pros and cons? Did they make the choice on their own, or did they seek the advice of others?

These questions and their variations are good ways to spot hardworking and talented people who would fit in with your staff and contribute to your business. Filling vacant positions can be tricky, so hopefully these questions will make the process a little bit easier.