What makes for a win-win, good working relationship between the writer and the Ghostwriter is the synergy developed between them.  Optimum synergy in a genuine business connection results when the collaboration multiplies impact, not just adds to it.

Overall, consideration ideally should center on skill set, adaptability, and character when hiring.   A telling example of poor ghostwriting is perhaps a book about expert negotiating that is not in reality an accurate, authentic depiction of the true qualities of the client.  A faithful telling of your story, however, will stand the test of time.

If you have not interviewed someone before, be aware of any biases you may have, as unconscious as they might be. Bias limits diversity, stifles innovation, misses true potential, and reinforces old systems rather than building better ones.  It’s more than being “woke.”  Instead, it reflects striving to be inclusive of someone who just may cover some of your blind spots.  It’s finding the fit in a working relationship to accomplish your goal of writing a book.

Awareness of some biases to avoid includes the following:

• You may have an affinity bias (where they seem similar to you), confirmation bias (looking for evidence to support a first impression, ignoring any contradictions), or age bias (desiring youth for boundless energy or those older for steadfast experience). 
• Other bias flags are gender, name/background bias (racism), appearance (attractiveness), the halo or horns effect (concentrating on just one positive thing or just one negative, overlooking other things that can contribute to the success of your vision). 
• Choosing according to the status quo (preferring the familiar route) or by relying on your first impression (making your mind up in the first few minutes) can also interfere with making a sound judgment of the right choice for someone to come alongside you on this project.   

Focus rather on a person’s adaptability, learning mindset, reliability, creativity, emotional intelligence, work ethic, and even leadership ability when determining what you are looking for in a working relationship.

Other issues to address include:

• Asking what technologies or methods they utilize, do they have real-world experience (in addition to a portfolio or academic credentials), and do they exercise mature judgment? Try to determine if they have stamina for setbacks or are less patient in endurance.  Do salary expectations meet market value? Is their mindset flexible, or is guidance, coaching, and supervision needed? And ideally, can this working relationship be long enough to complete the project at hand, or are they likely to switch jobs for another opportunity?      
• Making decisions about nondisclosure agreements, confidentiality, and ownership of intellectual property.  Get references. 
• Discussing with them their process and what communication typically looks like for them.  How do they go about making sure the final product sounds like you and not the Ghostwriter?  Are they open to collaborative editing? 
• And last but not least, what do they enjoy about ghostwriting, how do they handle creative disagreements, and what does a great client-ghostwriter relationship look like to them?

Just as in any hiring or contracting situation, interview questions go both ways between the two entities.  It’s wise, beforehand, to consider how you, as the creator of the original content, view the above characteristics to see if you are aligned with the Ghostwriter from the start.  It’s a collaboration that can go far if both of you begin on the same page (pun intended).  Try to be aware of any of your blind spots that could be filled by the Ghostwriter.  If willing to be vulnerable enough, share your perceived blind spots (at the end of the interview or right before hiring) with the Ghostwriter. 

That’s a lot to think about.  But then your project is worth it.