Look beyond the evidence on paper
A strong CV tells you what someone has done. It rarely tells you how they respond when the brief changes, when feedback is uncomfortable, or when the answer is not immediately clear. Skills are essential, but hiring well also means understanding a person’s willingness to learn, contribute, and take responsibility.
Ask for specific behaviour
Replace broad questions about motivation with examples. Ask the candidate to describe a skill they had to learn without being asked, a difficult piece of feedback they acted on, and a task they took ownership of outside their comfort zone. Follow up on what they actually did and what changed as a result.
Use the same lens for every candidate
Agree on a small set of observable behaviours before interviewing. Curiosity might mean asking thoughtful questions. Accountability might mean acknowledging a mistake without shifting blame. Score the evidence against the same criteria for everyone, rather than rewarding confidence or similarity to the interviewer.
Keep the assessment balanced
Willingness does not replace technical competence, fair pay, or a reasonable workload. A useful assessment brings together capability, values, motivation, and role requirements. Explain the realities of the position and invite the candidate to assess you too. The goal is a mutual fit that can withstand the everyday demands of the work.
Put the thinking into practice.
Talk to Jigsaw about the people challenges behind your next stage of growth.
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