Pose relevant practical problems for discussion vs more standard Q&amp;A.Keep questions broad as you want to give them room to show where their thinking takes them.<p>E.g. When hiring a marketing role I&#x27;ll give someone some campaign materials before the interview (when they arrive so they don&#x27;t discuss it with friends&#x2F;family) with instructions to tell me how they  would improve this. There&#x27;s no correct answer but I want to see how they approach and consider possibilities. I&#x27;m more interested in the &#x27;why&#x27; 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&#x27;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.<p>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&#x27;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.