In my career, I’ve worked with a number of recruiters. One of the best was Crystal Tinucci. now with Search Masters International (according to her Linkedin profile). When Crystal conducted the sceening interview, it could easily take three hours. One tactic I learned from her was to go through a candidate’s life, pausing at key points and asking “why?” For example, ask a candidate where they went to college, but also ask them why that school? Why that major – and if they changed, why did they change? You’re focusing on motivations and interests with these questions. In addition to the skills and experience, you are looking for personalities who will fit with your organization, enough so that the candidate – and hire – will succeed.
There are many who use personality tests, but the validity of these are wide open to question, and the value by an untrained person is even more questionable.
I bring all this up to refer you to a good article published by The Human Equation. A quick read on a Friday morning.