It can be tricky to determine whether a new hire’s character is a good fit for your team. Ask questions that invite vulnerability and connection.

You can’t control a lot of things about the application process—but you can control how well you prepare for the interview.

Decades of research in industrial-organizational psychology show that unstructured, brainteaser-style interviews have low predictive validity.

In a competitive job market, how applicants present themselves in interviews is critical. Asking about promotions and ...