In this video, we cover how to approach your first conversation with a candidate. Many leaders mistakenly prioritize chemistry, but the focus should be on alignment with the scorecard. Use a 30-minute screening interview and ask these four key questions:

1. What are your career goals?
   Understand their long-term aspirations and assess if your organization can support them.

2. What are you really good at professionally?
   Listen for strengths and examples to evaluate their capabilities.

3. What are you not good at professionally?
   Seek honesty and examples to identify areas for growth.

4. Who were your last five bosses, and how would they rate your performance on a scale of 1 to 10, and why?
   This crucial question gives insights into their performance and readiness for reference checks.

By focusing on these questions, you get a clear and honest picture of the candidate's fit for the role.

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