Eric's 10 Commandments of Interviewing
How to make your questions matter and your hiring decisions easier.
Hiring the right person is one of the most critical decisions any leader can make. Yet, too often, interviews are rushed, overly formal, or simply ineffective in identifying the best candidate. Based on my decades of experience and a recent workshop on interviewing skills, here are my 10 Commandments of Interviewing—guiding principles to make your hiring process more effective, strategic, and insightful.
1. Thou Shalt Not Hire for Cultural Fit
Cultural fit is outdated. It leads to homogeneity and stagnation. Instead, hire for cultural add—seek people who bring new perspectives while aligning with your company’s mission, vision, and values.
2. Thou Shalt Not Be Influenced by Thy Last Bad Hire
We tend to overcorrect based on our last hiring mistake. If you just fired someone, don’t make your next hire all about avoiding that person’s flaws. Each candidate should be evaluated on their own merits, not as a reaction to past failures.
3. Thou Shalt Interview Hard So You Can Manage Easy
The harder your interviews, the easier your management. Ask tough, strategic questions that test a candidate’s thinking, adaptability, and alignment with your expectations. If they struggle in the interview, they’ll likely struggle on the job.
4. Thou Shalt Not Rely on a List of Pre-written Questions
Memorized questions lead to robotic interviews. Instead, listen carefully and follow up with counter-questions that dig deeper. A great interview is a conversation, not a script.
5. Thou Shalt Judge Candidates on What They Can Do, Not Just What They Have Done
Experience matters, but potential is more important. Some people have 10 years of experience doing the same thing poorly, while others with two years of solid growth could be far better hires. Look for curiosity, adaptability, and a willingness to learn.
6. Thou Shalt Be Aware of Thine Own Biases
We all have unconscious biases—whether it’s about appearance, background, or education. Stay aware of them and evaluate people based on intangibles, not your personal biases.
7. Thou Shalt Not Tolerate Vague or Rehearsed Answers
If a candidate gives a generic answer like, “My biggest weakness is that I care too much,” challenge them. Ask for a real example. Push for substance over clichés.
8. Thou Shalt Make the Interview a Realistic Job Preview
Don’t sell a fantasy. Be transparent about expectations, challenges, and culture. A job that sounds too good to be true will lead to quick turnover when reality sets in.
9. Thou Shalt Not Ignore Non-Verbal Cues
Body language, eye contact, and tone matter. A candidate who shows genuine enthusiasm, engagement, and curiosity is more likely to succeed than someone simply going through the motions.
10. Thou Shalt Always End with the Magic Question
Before wrapping up, ask: “Do you have any questions for me?” If a candidate has nothing to ask, they probably haven’t done their homework—or they don’t care enough. If they do ask, follow up with, “That’s a great question—why do you ask?” The answer will often reveal what truly matters to them.
Final Thoughts
Interviewing isn’t about checking boxes—it’s about finding the best possible person for the job. The strongest hires aren’t just qualified; they’re the ones who add value, challenge assumptions, and elevate the team. Follow these commandments, and you’ll build a workforce that’s smarter, stronger, and more engaged.
What’s your go-to interview question? Let me know in the comments.
Just so you know, I personally write each one of my posts. There’s no AI or ghostwriter here; it’s just me.