One proven method is to start with behavior-based interviewing techniques. Résumés can be very misleading, especially if you’re not trained in candidate screening and interviewing. Rather than asking a job candidate to describe her skills and experience, behavior-based interview questions get the candidate to explain a real situation in which she demonstrated her skills and problem-solving abilities. Compare these two questions:
Standard question: “How would you describe your people skills?”
Behavior-based inquiry: “Tell me about a situation in which your supervisor asked you to complete a project that you believed was headed in the wrong direction. How did you deal with it?”
Another valuable hiring tool is a personality assessment. This type of evaluation, which uses various methods to describe personality types, can go a long way to helping you evaluate a candidate’s fit for a particular job function or team, or for your organization in general. Popular assessment tools include the Myers-Briggs Type Indicator® and the Rembrandt Portrait.®
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