The demands of 21st Century manufacturing are intense, so it takes a certain type of employee to handle it all. Bill MacPherson, Managing Director of Mercer Celgar, a British Columbia pulp mill, practices a 3-part management philosophy. This philosophy has positioned the mill as the region’s main employer and a global leader in the pulp industry.

When conducting a structured board interview, don’t “hit one into the woods,” as a golfer would say. In order to get the best match for targeted jobs, an interview board needs to stay on course with its questioning. Here are five types of questions NOT to ask in a job interview.

A coin toss is great for football games -- but not for choosing an employee. Every employee selection represents a major investment for the organization -- $2 to $4 million in wages and benefits over an employee’s career. Research suggests that selections based on unstructured interviews are only slightly more accurate than flipping a coin. On the other hand, a structured board interview yields a high likelihood of hires who are strong matches for job requirements. Gain exclusive insights into board interviews from two HR experts with decades of hiring experience.