Only 3 questions

There are really only three interview questions
Can you do the job? (Strengths)
Will you love the job? (Motivation)
Can I work with you? (Fit)

Make your point

Learn tactics to make your point faster and better. The less jargon you use, the more engaging you become. Think of it this way, if shorter sentences get read then the shorter sentences when speaking must get heard. The secret is to watch out for long and cumbersome sentences. Don’t construct your ideas in a way that overburdens people’s brains. Otherwise listeners will get stuck trying to figure out what you mean.

Here’s my suggestion try using vocal hangers, pause ever so slightly before you deliver the goods. This heightens the level of anticipation and energy into the conversation. And here’s the best part, the more you internalize them, the more natural they will sound. The more natural they sound, the more they will become part of your lexicon; the more people will pay attention when they hear them.
Examples include:
The secret is…
Here's the deal…
Let me ask ya this…
Here’s the best part…
Think of it this way…
Yes, and here’s why…
Here’s my suggestion

Good metrics tell a story

Many things can be measured, but which measurements are most important? We each have our own target list of a dozen key recruiting metrics and have seen some lists of more than 100. You can build a credible metrics program around four or five, all easily compiled and understood by the average layman. In fact, to the degree that your colleagues at the conference table do not easily understand what your measurements mean, those measurements fast become useless. Good metrics tell a story. If no one can understand the story, what’s the point?

Not all workers and jobs are created equal

Someone with a high school education may have difficulty finding employment when most available jobs require a college degree. On the other hand, a college graduate may decline an offer in hopes of finding a job that pays a higher wage or better suits his career goals.
Finding the right job or the right worker is a costly, time-consuming process.
Businesses must invest resources to screen applicants and recruit the most qualified ones.