Before you tackle the weightier issues that separate each final, highly qualified applicant from the others in the winner’s circle, it’s a good idea to knock out these five important questions. These issues should be addressed early in the selection process so you have a strong sense of how the final stages will go and you aren’t setting yourself up for wasted time or expensive surprises.

1. Salary-related dealbreakers

You don’t need to talk about hard numbers until you’re ready to make an offer, but if your candidate’s lowest acceptable salary is far higher than the most you can possibly offer, you should recognize this upfront.

2. Commuting issues

Even if the candidate assures you that he’ll find his own way into the office every day, engage in a dialogue before you consider someone who lives more than an hour away. Don’t be afraid to ask direct questions. Will he consider moving for this job? If so, will he want the company to cover his moving expenses? Does she expect to drive or take the train? Will she want parking access, and is this something you can offer? Keep in mind that she may tolerate a two hour commute over the short term, but eventually, this becomes a quality of life issue and a serious concern for most people.

3. Is he or she interviewing elsewhere?

This is personal information of course, but you have a right to ask about the details of the process that will impact your own plans. If she’s received offers from multiple companies during the past week, you should know this so you can cut through the red tape and make your decision quickly.

4. What is she looking for?

And how does this differ from what she already has? If the candidate is currently employed but searching for something else, then why is she doing this? Is she looking for more money, more respect, more opportunity, a different kind of opportunity than her current employer can offer? Whatever she needs, find out if it’s something you can offer.

5. Can they do the job?

Attitude matters more than aptitude, and if the candidate is smart and a cultural fit, then a small skills gap won’t matter. A little training can bring him up to speed. But a large skills gap is a different story. Estimate his readiness for the daily tasks that he’ll face in this role.

For more information on how to conduct an initial interview or first round screening, contact the staffing and employment professionals at Expert.