Interviewing Beyond the Resume | Hire for Motivation and Potential
By
Elisabeth Zaloznik
Resumes show experience—interviews should reveal motivation, adaptability, and long-term potential. Learn structured interview questions and techniques to hire better and reduce turnover.
Interviewing Beyond the Resume
A resume tells you what someone has done. A great interview tells you who they are—and how they’ll perform in your environment.
The most costly hiring mistakes usually aren’t skill gaps. They’re misalignment:
the wrong motivation
low adaptability
poor communication under pressure
lack of ownership
values mismatch with the team
If you want hires that last, you have to interview beyond the resume.
What You’re Really Trying to Learn in an Interview
Strong interviews uncover:
Motivation: Why this role, why now, why your company?
Adaptability: Can they handle change, feedback, and evolving priorities?
Ownership: Do they take responsibility—or blame circumstances?
Communication: Can they build trust and clarity with others?
Long-term potential: Will they grow with the role and team?
The Problem With “Tell Me About Yourself”
Unstructured interviews often reward the best storyteller—not the best hire.
Instead, use:
Consistent questions across candidates
Behavior-based evidence (“Tell me about a time when…”)
Realistic scenarios they’ll face in the role
A scoring rubric to reduce bias and compare fairly
Interview Questions That Reveal the Traits That Matter
Motivation
“What attracted you to this opportunity specifically?”
“What does a great next step look like for you in the next 12 months?”
Adaptability
“Tell me about a time priorities changed quickly—how did you respond?”
“What feedback have you received that changed how you work?”
Ownership
“Tell me about a mistake you made at work. What did you do next?”
“When a project goes off-track, what’s your first move?”
Communication & Influence
“Describe a time you had to communicate something difficult.”
“How do you handle conflict with a coworker or leader?”
Potential
“What’s something you’ve learned recently that improved your performance?”
“What type of environment helps you perform at your highest level?”
Add One Simple Work Sample (High Signal, Low Burden)
If it fits the role, add a small step:
a short role-play (client call, objection handling, stakeholder update)
a 30/60/90 plan outline
a quick written summary (how they’d communicate internally)
This reduces “interview performance bias” and shows real capability.
“Hire for Attitude, Train for Skill” — With Structure
Attitude matters, but it’s not a gut feeling. It’s observable:
how they respond to feedback
how they talk about former teams
how they describe accountability
whether they show curiosity and coachability
The best hiring decisions happen when interviews are intentional and consistent.
How True Axis Recruiting Helps You Interview Smarter
At True Axis Recruiting, we help clients build interview processes that uncover real alignment—so you hire people who stay, grow, and perform.
We can support by:
Pre-screening for motivation and culture fit
Providing structured interview questions by role
Helping you evaluate candidates consistently and confidently
📞 Want to improve your interview process and reduce hiring risk? Let’s connect: Schedule a call