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By you as the interviewer also being prepared.... Good candidates always stand out; they bring a wealth of knowledge and experience to the table. Well prepared candidates may have a quick answer but it is unlikely to have a huge amount of depth to it. Don't take answers at face value, be prepared, ask for examples of situations they have found themselves in and ask how they dealt with certain things.
Each interviewer can tell you that it is very easy to distinguish between the candidates who have thought carefully about the job and those who have not. This depends on the procedures that a conscientious recruiter will go through in order to be ready to interview prospective candidates.
While some employers expect prospective candidates to have a reasonable level of academic and business intelligence, for other employers it's much more about the person and their personality. If that's right, then we can teach the rest.
From my experience,as a recruiter in one of well known private hospitals, I was CEO of human resources responsible about hiring decisions of professional physicians , nurses and medical staff. The selection technique based on: Candidates complete an online application form initially. If they pass pre-selection and if we think we find a good match in our business requirements, then they are invited to do a half-hour telephone interview. If they are successful, this is followed by a one day assessment centre (interview, group exercise, oral and written exercise and aptitude tests) and occasionally a second interview by a specialized exciting consultant physician in the hospital in the same specialty .
Me personally, I'm impressed by candidates who don't just think about what they expect from the company (salary, training, job variety etc) but who have also genuinely thought about what they are going to be able to bring for the Business development .
by asking him questions that are not normally seen in his CV or giving scenarios and asking him his ideas about a certain scene
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