When you’re interviewing a candidate for a job, it’s good to focus on if they’re aligned with the needs of the specific job, but it’s easy to forget that a huge component isn’t just relevant hard skills (e.g., Are they good at developing software, if that’s what you’re hiring for), but also if they have the right values, temperament, personality, soft skills, etc. that the organization values, and is needed for this job.

As an example, if you want to hire for humility, prepare before the interview some questions that help you determine if they’re aligned with what you’re looking for, such as:

• As you listen to their accomplishments, listen closely to when they say “I …” vs. “We …”, and pull on threads to understand what they tactically did (e.g., Did you draw the diagrams for that presentation? Did you build the outline? Did you give the presentation to the client?), and how that aligns with how they talk about their accomplishments
• Ask about when they’ve changed their mind about things, showing that they can learn and evolve
• Ask about what they’re learning about now, or want to learn/improve on in the future

Michael Hyatt published this great list of questions, which I’ve referenced many times in my career in this vein:

Also, see a previous post How to Interview Effectively