In an interview setting, a job candidate’s charisma and confidence may actually mask red flags, particularly when it comes to interpersonal challenges. To avoid being swayed by presentation alone, prepare specific evaluation criteria before the interview begins.
Identify the interpersonal requirements of the role. Talk to the people who will work closely with the new hire. Clarify the necessary teamwork, partnership, communication, and cultural needs, then make those requirements central to your evaluation.
Draft questions that reveal behavior. Focus on past failures, disagreements, dependencies, and opportunities to develop others. Ask candidates to explain their own contribution when something went wrong, how they responded when someone disagreed, and what happened when another person turned out to be right. Use the same questions with every candidate.
Define strong answers in advance. Write down what accountability, collaboration, and humility should sound like. Watch for blame-shifting, vague answers, minimal ownership, difficulty crediting others, or an inability to describe what they learned.
