- Grit: Look for a time the candidate wanted something so badly, they were unstoppable in pursuing it. Or a time they overcame an obstacle.
- Rigor: Ask candidates to tell you about a time they used data to make a decision. Look for details about the complexity of the data and how the thinking happened, rather than focusing on the right answer
- Impact: Have your candidate tell you about a time they had a measurable (read: quantitative) impact on a job or an organization.
- Teamwork: Look for candidates who know their own strengths and weaknesses, and can empathize with others, the hallmark of empathy and high EQ. Ask what a candidate’s best friends would cite as their key strengths and weaknesses
- Ownership: To “test” for this in an interview, ask about a time they experienced an injustice, and then empathize with the unfairness. You empathize with: ‘Are you kidding? That's crazy. What a jerk.’ Owners will immediately respond with something like, ‘Yeah, but I recognized it wasn't worth my time to complain about it.' They won’t buy in and double down on venting or complaining.
- Curiosity: Start by asking a prospective hire the last thing they really geeked out about. It doesn’t have to be work-related, in fact, it may be better if it’s not.
- Polish: Polish is equal parts what candidates say and how they say it, so be sure you’re considering both. How do they conduct themselves when they interject? Do they send a thoughtful thank you note following your conversation? Do they communicate gracefully and efficiently, saying whip-smart things in the fewest words possible?
→ Template: https://docs.google.com/spreadsheets/d/1q2a6n4s0UpzsGcUUgsvWLpt-hYhgnzhxY9gbcbLfbho/edit#gid=0
Pick two or three traits that matter most for the role instead of testing all seven. For each one, ask the question above, then follow up with "What did you do yourself?" and "What would you do differently?" to separate the candidate's own contribution from the team's.
Score each trait right after the interview, before talking to other interviewers:
| Score | Meaning |
|---|---|
| 1 | No relevant example, or only a generic answer |
| 2 | An example, but the candidate's own role is unclear |
| 3 | A clear example with concrete details and the candidate's own actions |
| 4 | A clear example plus evidence of learning from it |
Write down one quote or fact that supports each score. A score without evidence is hard to compare across candidates.