At first glance, interviewing seems straightforward: greet the candidate, ask some questions, get a feel for their experience, and decide if they’re a good fit. But here’s the truth—most leaders have never been formally trained to hire well, even when their roles require critical talent decisions. And in a market where people are your biggest asset (and investment), simply relying on instincts or standard questions isn’t enough.
The key to hiring people who truly make a difference? Know exactly what you’re looking for—before the interview even begins.
Start with Success: Define What “Great” Looks Like
Before posting the job or scanning resumes, take a step back. Who has previously excelled in this role? What traits, habits, and behaviors did they consistently demonstrate?
Look beyond resumes and job descriptions. Your goal is to build a profile based on actual success—not assumptions.
Ask yourself:
- What mindsets or attitudes did top performers bring?
- How did they approach problems, pressure, and learning?
- What made them stand out—not just in what they did, but how they did it?
Use this insight to define a focused set of success factors. Share and align on these criteria across your hiring team to ensure everyone is evaluating the same core traits.
Go deeper than the usual “strong communicator” or “good with people.” Consider attributes like:
- Focus & Attention – Stays engaged in complex or fast-paced environments.
- Emotional Intelligence – Reads people and adapts accordingly.
- Creative Thinking – Sees what others don’t. Generates and acts on new ideas.
- Continuous Learner – Constantly upskilling, asking questions, and adapting.
- Self-Starter – Doesn’t wait to be told what to do. Finds a way forward.
- Poise Under Pressure – Performs when stakes are high.
- Influence & Impact – Drives decisions, inspires action, and earns trust.
Purpose-Driven Questions Get Better Answers
Want to uncover these traits during an interview? Ask better questions.
Many companies still rely on generic or overly scripted interview formats. But to really learn about someone’s ability to thrive in your organization, design interview questions around your defined success profile.
For example, if “continuous learning” is a core trait for the role, don’t just ask, “Are you a fast learner?” Instead, try:
- Tell me about a time when you had to get up to speed quickly in a new role or industry. What was your approach?
- What’s a new skill or area of knowledge you’ve invested in over the past year? Why did you choose it?
- How do you stay current in a fast-moving field like this one?
Each interviewer can explore different angles of the same trait to build a well-rounded picture—without making the process feel repetitive for the candidate.
Structure the Interview to Maximize Insight
A great interview isn’t a pop quiz—it’s a thoughtful conversation. Structure your interviews into three intentional phases:
- Open with Curiosity: Start by understanding the person in front of you. What motivates them? Why are they exploring this opportunity? This isn’t just a warm-up; it gives you context on their values and decision-making process.
- Deep Dive on Key Traits: This is where your purpose-built questions come into play. Explore their mindset, experiences, and problem-solving approach as they relate to the success profile.
- Close with Clarity: Wrap with space for mutual evaluation. Gauge their interest and alignment, answer any final questions, and outline next steps.
And here’s a small but powerful tip: let them talk. Aim for a 50/50 conversation balance—or better yet, let the candidate do more of the talking. The person who talks most in a conversation tends to feel it went the best. Make that person the candidate.
Final Thought: Hire with Intention
Hiring people who make a difference doesn’t happen by accident. It happens by design. When you’re clear about what you’re looking for, ask the right questions, and listen with purpose, you’ll find the people who don’t just fill a role—they elevate it.
