Solving problems in non-obvious ways that lead to better outcomes requires creativity. Creativity helps in every role, whether the business acknowledges it or not.
The right way to evaluate an interview candidate varies by industry, company, and role. But there are universal mistakes to avoid whenever you’re interviewing a candidate for any role. After conducting hundreds of interviews of the last several years and many, many post-mortems, I’ve learned...that I’ve made a lot of mistakes over the years.
I realized something else about the process of interviewing over the years that is no doubt obvious to some but I’ll bet is news to others: the interview process itself can make companies stronger even without hiring a single person. When a group has to decide whether to admit a new candidate for membership or not, it forces the group to ask important questions of itself: What makes us who we are today, and are we happy with that? What qualities must a new person have to not slow us down and possibly make us even better? What do we want to look like as a group in the future?