Hiring the right person is one of the most critical decisions a company can make. A single great hire can bring innovation, improve culture, and boost team performance – while a poor hire can lead to lost productivity, reduced turnover, and damage to morale. So how do you spot the best candidate during an interview? While experience and qualifications matter, the real indicators of a great hire often go deeper.
Here are the some important things to look out for:
1. Preparedness and Research
What to look for:
- Knowledge of your company, its mission, products/services, and recent news.
- Thoughtful questions that go beyond surface-level curiosity.
Why it matters:
Preparation reflects interest and initiative. A candidate who has done their homework is likely to be more engaged and take ownership of their role.
2. Clarity and Communication Skills
What to look for:
- Clear, concise answers with relevant examples.
- Ability to articulate thoughts under pressure or uncertainty.
Why it matters:
Strong communicators can express ideas effectively, collaborate across departments, and adapt their style to different audiences – crucial for almost any role.
3. Cultural Fit (and Cultural Add)
What to look for:
- Alignment with company values and work style.
- Respect for others, openness to feedback, and teamwork.
- Also consider what new perspectives they bring.
Why it matters:
Someone who meshes well with your team while also bringing fresh thinking will contribute to a healthier, more diverse workplace culture.
4. Problem-Solving Ability
What to look for:
- Examples of how they approached past challenges.
- Structured thinking and logical reasoning.
- Creativity in solutions.
Why it matters:
The best candidates don’t just identify problems – they solve them independently and resourcefully.
5. Growth Mindset and Coachability
What to look for:
- Willingness to learn from past mistakes.
- Curiosity and pursuit of continuous improvement.
- Receptiveness to feedback.
Why it matters:
Technical skills can often be taught, but attitude is harder to change. People who learn and adapt are more likely to thrive and evolve with your company.
6. Evidence of Impact
What to look for:
- Specific, measurable contributions to past teams or projects.
- Use of metrics or outcomes (e.g., “increased customer retention by 20%”).
Why it matters:
Great candidates understand the results of their work and strive to make a difference. Look for signs of ownership and accountability.
7. Emotional Intelligence (EQ)
What to look for:
- Self-awareness, empathy, and strong interpersonal skills.
- The ability to handle stress, resolve conflict, and build relationships.
Why it matters:
EQ is a better predictor of long-term success than IQ in many roles, especially in leadership or team-based environments.
8. Authenticity and Integrity
What to look for:
- Honest self-assessment (including strengths and weaknesses).
- No over-exaggeration or deflection when discussing failures.
Why it matters:
Trust is foundational to teamwork and leadership. An authentic candidate is more likely to build trust with colleagues and clients.
9. Passion and Motivation
What to look for:
- Excitement about the role, your mission, or the industry.
- A clear sense of why they want the job beyond compensation.
Why it matters:
Motivated individuals are more resilient and proactive. If they care about what they’re doing, they’ll go the extra mile.
Final Thoughts:
Finding the right candidate is part science, part intuition. A well-structured interview should evaluate both skills and soft qualities. Use behavioral questions, practical scenarios, and collaborative discussions to draw out the real traits behind the resume.
Remember: you’re not just hiring someone to do a job. You’re hiring someone to solve problems, grow with your company, and elevate the team around them. Choose wisely.
