This video emphasizes why past-oriented interviews are the best way to evaluate a candidate, rather than relying on hypothetical questions. Research, including a PhD dissertation with 20 years of study, shows that exploring a candidate’s past experiences is the most predictive approach.

Use these five key questions for each job they've held:

1. What were you hired to do?
   Understand their original role and responsibilities.

2. What did you accomplish?
   Gauge their achievements and impact.

3. What mistakes did you make?
   Learn how they handled challenges and grew from them.

4. Who did you work with, and what would they say about you?
   Gain insights into their relationships and reputation.

5. Why did you leave?
   Uncover their motivations for change.

This structured approach provides a clear picture of their strengths, weaknesses, and alignment with your scorecard.

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Example