In many instances, managers are not prepared to conduct a thorough interview - and their inability to get the answers required to make a well-informed decision is a major factor in bad hires. That's where the right human resources person can, and should, step in. Too often it's the opposite: managers will interview a candidate, decide that they're great, then in a couple months human resources gets a call that things are not working out.

Work preemptively to develop more targeted, scenario-based questions and discussion points to better understand candidates, and avoid the all-too-common scenario of buyer's remorse.

"With so many 'sample' behavioral-based interview questions floating around the internet, many job applicants come well-rehearsed with their responses," notes Natasha Bowman, president and founder of Performance ReNEW. She adds, "The more specific you are with asking questions that require the candidate to truly simulate a situation for that role, the more likely you will get a candid response."

A good example: "Tell me about a difficult situation you've faced before. How did you handle it?" Give interviewees an opportunity to show you how they think and problem-solve essential insights about any new hire. The better your interview questions, the more you'll be able to pinpoint the best person for your company.