Although the first job of the interviewer is typically to create a job description, constructing an effective interview guide will ultimately determine the success or failure of the screening process.  These strategies will help you construct an effective interview guide:

• Have a plan for opening the interview.  The opening is often the most stressful part of the interview for both the applicant and you.  By planning how you intend to open the interview before hand, you can make this part of the interview flow more smoothly.  You can also use the opening as an opportunity to see how the applicant interacts with others.
• Use an appropriate structure for the interview.  Unstructured interviews are often ineffective and also raise opportunities for mistakes which violate EEO laws.  Most interviews should be moderately structured or highly structured, depending on the nature of the job, number of applicants, etc. 
• Use primary questions to transition between necessary and desired BFOQ's.  The applicant profile should identify the BFOQ's for the job, and you should try to cover as many of those qualifications as time allows.
• Plan potential probing questions in advance.  As an interviewer, you should attempt to predict potential answers to primary questions and plan appropriate probing questions.   Relying on "off the cuff" or spontaneous probing questions throughout the interview is less effective and also increases the potential of unlawful questions being asked.
• Keep questions short and clear.  Remember that your goal is to let the applicant talk 80% of the time in the interview.
• Save room on your interview guide to make notes.  By making notes, you will remember more about the interview later, and consequently, will be able to make a better evaluation of the candidate.
• Remember to give the applicant a chance to ask you questions.  You can use this as an opportunity to evaluate the candidate's knowledge of your organization as well as their ability to generate good questions.