Grit- ask on how determined a person in pursuing his dreams.Rigor- ask if there was a time he considered a data to make a decision.Impact- ask for what he have contributed to any organization and his inspiration.Teamwork- ask of his experiences on working with other people.Ownership- ask for a time when he experienced "injustice".Curiosity- Ask them something they have learned recently.Polish- observe on how they keep confidently calm and humble.

Questions for the Important Traits

Leadership

Probe: give me an example…Dig: who, what, where, when, why and how on every accomplishment or projectDifferentiate: we vs. I, good vs. great, exposure vs. expertise, participant vs. owner/leader, 20 yard line vs. 80 yard line

When asking questions on the candidate's unique contribution..

Situation-&nbsp;What's the background of what you were working on?Task-&nbsp;What tasks were you given?Action-&nbsp;What actions did you take?Results- What results did you measure?

Applying STAR questions

“The most powerful way to construct a job description is to clearly communicate that unyielding, consistent learning is a core part of the job.”

Start with this question: What motivates you and what do you want to do next?Then ask:<ul><li>What have you started?</li><li>How would you describe yourself in your own words?</li><li>How would a colleague describe you in three adjectives?</li><li>What current trends are you seeing in your profession?</li><li>What new things have you tried recently?</li></ul>The last two questions will indicate that he is determined to learn something new.

Is your candidate an adaptable learner?

is about&nbsp; finding people who share the high-performance work ethic and belief in the company’s mission. If they don't, then they aren't fit.

Culture Fit

<ul><li>Let them shine first. Let the candidate share a project they are proud of to have a sense of what excites them.</li><li>Then make them uncomfortable. Ask them about experiences or times when they were somehow out of control.&nbsp;</li><li>Calibrate your results on how the interview went objectively, not subjectively.</li><li>Watch out for signs of coaching&nbsp;if a person start quoting things from articles or something from your company.</li></ul>

Bust Bureaucracy Before It Starts

<ul><li>Intellectual ability</li><li>Communication</li><li>Leadership</li><li>Effectiveness within the company culture</li><li>Knows what users want</li><li>Strategic/Analytical Thinking</li><li>Technical background</li><li>Entrepreneurial spirit</li></ul>

Criteria for Hiring the Best Product Manager

Hiring is by far the biggest concern we hear from founders. Finding the right people to work at your company is high-stakes. Poor performers can take a catastrophic toll on your success. Most seasoned CEOs say that founders should be spending as much as 50% of their time early on getting the right talent in the door.

Applying STAR questions

Conduct the Perfect Job Interview in Twelve Simple Steps

Conduct the Perfect Job Interview

Three Questions to Gauge Emotional Intelligence

Emotional Intelligence (EI)

Questions to Measure EI in interviews

Why longer responses to "So, tell me about yourself" are better

'So, Tell me about Yourself'

Short vs long answers

Benefits of a long answer