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HIRING IDEAL TEAM PLAYERS:
AN INTERVIEW GUIDE TO HELP YOU
IDENTIFY CANDIDATES WHO ARE
HUMBLE, HUNGRY AND SMART
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Insight: Look for more mentions of we than I. Of course, it isn’t about being so simplistic as
to count the responses. In the event that someone refers to himself or herself individually more
than as a member of a team, probe for whether he or she was working alone or with others.
Question: What are the most important accomplishments of your career?
Insight: Look for whether the candidate celebrates that embarrassment or is mortified by
it. Humble people generally aren’t afraid to tell their unflattering stories because they’re
comfortable with being imperfect. Also, look for specifics and real references to the candidate’s
own culpability.
Question: What was the most embarrassing moment in your career? Or the
biggest failure?
HUMBLE
Insight: Look for specifics about how the candidate accepted responsibility, what they
learned from it, and if they actually acted on what was learned.
Question: How did you handle that embarrassment or failure?
Insight: Yes, this is a seemingly tired question, but it’s still a useful one. The key is to look for
answers that are real and a little painful. Candidates who present their weaknesses as strengths
(“I take on too much” or “I have a hard time saying no”) are often afraid to acknowledge real
shortcomings. To avoid this, it’s a good idea to coach candidates with prompts like: “I really want
to know what you’d like to change about yourself, or better yet, what your best friends would say
you need to work on.” The key to the answer is not what their weaknesses are (unless of course
the candidate is an axe murderer), but if they’re comfortable acknowledging something real.
Question: What is your greatest weakness?
Insight: Look for and ask for specifics. Humble people are not afraid to say they are sorry,
and they accept other people’s genuine apologies with grace. People who do this usually
have specific stories.
Question: How do you handle apologies, either giving or accepting them?
Insight: Look for the candidate to demonstrate a genuine appreciation for others who have
more skill or talent. Humble people are comfortable with this. Ego-driven people often are not.
Question: Can you tell me about someone who is better than you in an area that really
matters to you?
Humble team
members are quick
to point out the
contributions of
others and slow to
seek attention for
their own. They
share credit,
emphasize team
over self and
define success
collectively rather
than individually.
Insight: By asking a team related question, it may be apparent if he or she values a team
effort and is willing to do what is necessary for the good of the team. Encourage the candidate
to describe specific interactions with colleagues and experiences working on a team.
Question: Describe your current team. What do you like and dislike?
THE IDEAL TEAM PLAYER INTERVIEW GUIDE
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THE IDEAL TEAM PLAYER INTERVIEW GUIDE cont.
Insight: Look for specific examples of real but joyful sacrifice. In other words, the
candidate isn’t complaining, but is grateful for the experience.
Question: What is the hardest you’ve ever worked on something in your life?
HUNGRY
Insight: Look out for too many time-consuming hobbies that suggest the candidate
sees the job as a means to do other things. That’s not to say that there is one specific kind
of activity that is an indicator of not being hungry. And it’s certainly not to say that you’re
looking for someone who has no interests in life outside of work. But a long list of hobbies
like extreme skiing, sled dog racing, storm chasing, and shark hunting might just be a red
flag when it comes to someone who is not going to put the needs of the team ahead
of personal pursuits.
Question: What do you like to do when you’re not working?
Insight: Look for specifics, usually relating to schoolwork, sports, or jobs. And when it
comes to sports, it’s not about participation and having fun. Look for examples of difficulty,
sacrifice, and hardship. Ask the candidate about how hard they worked in high school.
Did they really strive to do well? Did they have a job? Did they train extraordinarily hard in
a sport? You’re not looking for one particular answer, but rather for something real that
indicates the person has a work ethic. And a work ethic usually, but not always, gets
established early in life.
Question: What was your work ethic like as a teenager?
Insight: Hardworking people usually don’t want to work nine to five, unless their unique
life situations demand it. And if they do, they are usually getting additional work done at
home. That’s not to say that some people aren’t stuck in dead-end, nine to five jobs and
are itching to get out and do something challenging. But if a candidate is satisfied with
a predictable schedule and talks too much about “balance,” there’s a chance he or she
isn’t terribly hungry. Again, not a litmus test, but a red flag. None of this is to advocate
that people should prioritize their work over their families. Not at all. It’s just that when
a candidate focuses a lot on the hours that they’re expected to work, they may not be
the kind of hungry team player you need.
Question: What kinds of hours do you generally work?
Hungry team
members are self-
motivated and
diligent. They are
constantly thinking
about the next step
and the next
opportunity.
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THE IDEAL TEAM PLAYER INTERVIEW GUIDE cont.
SMART
Insight: Look for how accurately the person describes what you are observing and how
introspective he or she is. Smart people generally know themselves and find it interesting
to talk about their behavioral strengths and weaknesses. People who seem stumped or
surprised by this question might not be terribly smart when it comes to people.
Question: How would you describe your personality?
Insight: Everyone annoys someone, sometimes. Especially at home. Smart people are
not immune to this. But neither are they in the dark about it. And they tend to moderate
these behaviors at work.
Question: What do you do that others in your personal life might find annoying?
Insight: Some people use the word empathetic. The issue is whether the candidate
seems to understand what others are feeling. Now, there are certain personality types
that are less empathic than others, and that’s fine. What you’re looking for here is an
indication that the person values empathy and whether he or she has an understanding
of his or her own strengths or weaknesses in this area.
Question: Would your former colleagues describe you as an empathic person? -OR-
Can you give an example of how you’ve demonstrated empathy to a teammate?
Insight: What you’re looking for here is the candidate’s self-awareness and self-
control. Smart people know their pet peeves, and they own the fact that some of those
pet peeves are their own issues. They also know how to deal with annoying people in
a productive, constructive way.
Question: What kind of people annoy you the most, and how do you deal with them?
Smart team
members are
interpersonally
appropriate and
aware. They have
good judgment
and intuition
around the
subtleties of
group dynamics
and the impact
of their words
and actions.
Insight: By asking the candidate about a difficult work relationship, you will learn if he
or she can read situations and people and handle them skillfully.
Question: Have you ever worked with a difficult colleague or boss? How did you
handle the situation?
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