- Forget about work experience unless you are looking for someone to fill the slot.
- Have a reverse scoring system. Those with the most experiences will get the lowest score compared to newbies. Those with greatest and most failures will get the highest score versus those with greatest success.
- Look for someone who does not fit in your company's culture (not cannot get along with colleagues).
- Ask thinking questions, not standard interview questions. (If you are tempted to ask what are thinking questions, think)
- Stop asking about strengths and weaknesses. They are interchangeable.
- Talk about movies, books, travels and hobbies.
- Stop asking questions that you know what the answer will be (for example, can you work overtime? What qualities a leader should have? What do you look for in a leader? What you look for in a job?).
- Look for someone who wants to do the job, not can do the job. There are many who can do the job, but very few who want to do the job.
- Get the candidate to talk about a topic or something that he or she likes.
- Talk less, listen more.
- Listen for emotions, not rationalization.
- Listen with your heart, not your head.