There are two tools that come to mind. One is behavioral interviewing (which is also IMHO useful for interviewing technical candidates once you know they can co

There are two tools that come to mind. One is behavioral interviewing (which is also IMHO useful for interviewing technical candidates once you know they can code their way out of a paper bag): http://www.udel.edu/CSC/pdfs/behav_interview.pdf http://www.udel.edu/CSC/pdfs/behav_interview.pdf The other is using your network and references to actually get informed opinions about candidates' long-term attributes.