Pose relevant practical problems for discussion vs more standard Q&A.Keep questions broad as you want to give them room to show where their thinking takes them.

Pose relevant practical problems for discussion vs more standard Q&A.Keep questions broad as you want to give them room to show where their thinking takes them. E.g. When hiring a marketing role I'll give someone some campaign materials before the interview (when they arrive so they don't discuss it with friends/family) with instructions to tell me how they would improve this. There's no correct answer but I want to see how they approach and consider possibilities. I'm more interested in the 'why' they say something than the what. Combine this with an Excel or relevant technology test and you should have a good idea of if they can use critical thinking and logic to meet goals. Another question I've used is what business in another industry do they think is looking to change the market. Then challenge their views and see where they go. For soft skill roles basic logic is seriously under-rated. Also finding someone that can look beyond the obvious. Look for someone that sees the world differently, like a Karl Plinkerton, but with some more common sense of course. I personally don't want hive-mind in a team. I want people that can respectfully disagree at all levels, provide options but then crack on with whatever decision is made. Its surprisingly hard to find this.