Hiring is one of the hardest parts of managing a team. A lot is riding on the initial meeting, and if you're nervous or ill-prepared—or both—it can make you do strange things. The following mistakes are all too common, but they're easy to avoid with some advance preparation.
Barry Deutsch
Partner
IMPACT Hiring Solutions
http://www.impacthiringsolutions.com/Blog
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Bob Corlett
I do not lean toward measuring potential or behaviorial interviewing 101 that past performance is the best indicator of future performance. Many mistakes in hiring occur when we put too much emphasis on one area.
A better approach might be a blended tactic that includes 50% of interviewing to validate the ability to meet the job expectations (that's assuming you've defined those expections - which most managers DO NOT), AND whether they have the motivation, grit, drive/self-motivition and intellectual curiousity to have the potential to grow into something greater.