Look beyond job titles: evaluating a candidate’s track record

Ask for the candidate’s actual contribution

Start with a project relevant to the role. Ask what problem existed, what the candidate personally owned, which constraints they faced, and what changed. Separate team achievements from individual responsibility without dismissing collaborative work.

When someone describes a large revenue increase or efficiency improvement, ask how the measure was defined and what other factors contributed. A thoughtful explanation of uncertainty is often more useful than an impressive number without context.

Choose proportionate evidence

Use a work sample, portfolio discussion, or short scenario when it reflects the real job. Explain the task, evaluation criteria, and time commitment in advance. Avoid asking applicants to do substantial unpaid work that your business could use commercially.

Never pressure candidates to share confidential material from a former employer. They can describe an approach, redact a permitted sample, or complete a fictional exercise. Respecting that boundary is itself relevant professional behaviour.

Verify fairly and with consent

Where reference checks are appropriate, obtain consent and define what needs verification. Ask consistent questions about responsibilities and working relationships. A single reference should be interpreted in context, with a chance to clarify material discrepancies.

Keep the final assessment tied to the role scorecard. Distinguish verified facts, candidate statements, and interviewer interpretations. This makes it easier to see where confidence is strong and where further discussion is needed.

Check achievements in their real context

If Ananya Sharma reports improving regional sales, ask about the territory, starting baseline, team size, and her own contribution. For an accounts executive, discuss reconciliation accuracy and month-end responsibilities. Obtain consent before contacting references, and give candidates a chance to clarify discrepancies.