"Alignment of values and career interests. I'm always on the lookout for how a team can grow collaboratively, beyond their day-to-day roles. Getting a better, rounded understanding of the candidate and how they can contribute to the team can put you in a far stronger position for the role in question. So I want to see how candidates demonstrate these values in interviews, and also look at their LinkedIn/socials to get more context."
"Has the candidate done their homework on the company they want to join? How engaged are they with the actual organisation and their latest projects? Have they researched the interviewer and their background? I'd actually apply that in any circumstance where you're asking for coffee or time from someone - get your basic facts first. You'd be surprised how many people don't do that last one."
Hiring decisions should prioritise candidates who add fresh perspectives and outside experiences that complement the existing team, especially in culture- and creativity-centred teams. Candidates with aligned values and career interests enable collaborative growth beyond daily tasks. Evaluators should assess community work, side projects, and attendance at complementary events to gauge cultural fit and broader contribution. Thorough candidate research is essential: knowledge of the organisation, recent projects, and interviewer backgrounds demonstrates engagement. The closing interview question is a key opportunity for candidates to show curiosity and forward thinking; asking questions answerable online signals poor preparation and missed opportunity.
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