The central problem is Goodhart's law: When a measure becomes a target, it ceases to be a good measure. You need an open ended question with multiple right and wrong answers, and an intelligent interpreter. If you ask unpopular questions, they have to be plausibly deniable answers so the other person doesn't think you're a honeypot or strategically challenged; the general concept of shrouding.

Some from my rough draft of interview questions and other criteria, which have the different goal of organizational integrity, but might be applicable. Modify some to make questions non-leading or legally defensible.

Ask for social media logins.

"Nothing to hide, nothing to fear" (definitely rephrase to catch people pleasers).

What is real agile development? (this would be mentioned on the job posting so the candidate can prove they aren't just mass applying).

When is it and is it not okay to lie on your resume or for a friend? (Hopefully this would filter out chickenshits who know good answers but answer in a way they think a Taylorist corporation wants to hear)

General questions regarding financial and economic literacy (people who grasp socio-economic concepts are less likely to need layers of lower and middle management). A relevant one would be how handle or prevent the united airlines incident where the doctor is randomly and forcefully selected to be removed. Basic ones to ask about are common misconceptions, such as carrying a slight negative credit-card balance to "prove creditworthiness" or increased pay reducing your net income progressive tax brackets (the interviewer/interpreter has to account for, or be open-minded, when the interviewee is well versed in tax-avoidance and multiple categories of taxation effecting income).

Pay attention to some objectively bad habits, like using an ad-supported flashlight app instead of the phone's built-in toggle. I personally distrust people who don't attempt competence, dignity, and prosocialness (i.e. willing to forgo personal gain so bad behavior in others is discouraged) in all walks of life.

https://johnpublic.mataroa.blog/blog/the-asshole-test/ (this test has its own flaws).

Does .999... == 1 and the monty-hall problem (various right and wrong answers, and screens some agreeable and disagreeable personalities).

Side-note: If HR and recruiters are misbehaving, just let them know they are being monitored.

Edit: In any kind of social makeup, it's important to have intellectual diversity which includes seeking out those that know what you and others don't. This has to be balanced with the risk that people will derail a grouping by being either too harmonious or disharmonious. You have to be self-aware and intelligent to make sure someone else isn't imitating desired virtues.

The central problem is Goodhart's law: When a measure becomes a target, it ceases to be a good measure. You need an open ended question with multiple right and wrong answers, and an intelligent interpreter. If you ask unpopular questions, they has to be plausibly deniable answers so the other person doesn't think you're a honeypot or strategically challenged; the general concept of shrouding.

Some from my rough draft of interview questions and other criteria, which have the different goal of organizational integrity, but might be applicable. Modify some to make questions non-leading or legally defensible.

Ask for social media logins.

"Nothing to hide, nothing to fear" (definitely rephrase to catch people pleasers).

What is real agile development? (this would be mentioned on the job posting so the candidate can prove they aren't just mass applying).

When is it and is it not okay to lie on your resume or for a friend? (Hopefully this would filter out chickenshits who know good answers but answer in a way they think a Taylorist corporation wants to hear)

General questions regarding financial and economic literacy (people who grasp socio-economic concepts are less likely to need layers of lower and middle management). A relevant one would be how handle or prevent the united airlines incident where the doctor is randomly and forcefully selected to be removed. Basic ones to ask about are common misconceptions, such as carrying a slight negative credit-card balance to "prove creditworthiness" or increased pay reducing your net income progressive tax brackets (the interviewer/interpreter has to account for, or be open-minded, when the interviewee is well versed in tax-avoidance and multiple categories of taxation effecting income).

Pay attention to some objectively bad habits, like using an ad-supported flashlight app instead of the phone's built-in toggle. I personally distrust people who don't attempt competence, dignity, and prosocialness (i.e. willing to forgo personal gain so bad behavior in others is discouraged) in all walks of life.

https://johnpublic.mataroa.blog/blog/the-asshole-test/ (this test has its own flaws).

Does .999... == 1 and the monty-hall problem (various right and wrong answers, and screens some agreeable and disagreeable personalities).

Side-note: If HR and recruiters are misbehaving, just let them know they are being monitored.

Edit: In any kind of social makeup, it's important to have intellectual diversity which includes seeking out those that know what you and others don't. This has to be balanced with the risk that people will derail a grouping by being either too harmonious or disharmonious. You have to be self-aware and intelligent to make sure someone else isn't imitating desired virtues.

The central problem is Goodhart's law: When a measure becomes a target, it ceases to be a good measure. You need an open ended question with multiple right and wrong answers, and an intelligent interpreter. If you ask unpopular questions, they has to be plausibly deniable answers so the other person doesn't think you're a honeypot or strategically challenged; the general concept of shrouding.

Some from my rough draft of interview questions and other criteria, which have the different goal of organizational integrity, but might be applicable. Modify some to make questions non-leading or legally defensible.

Ask for social media logins.

"Nothing to hide, nothing to fear" (definitely rephrase to catch people pleasers).

What is real agile development? (this would be mentioned on the job posting so the candidate can prove they aren't just mass applying).

When is it and is it not okay to lie on your resume or for a friend? (Hopefully this would filter out chickenshits who know good answers but answer in a way they think a Taylorist corporation wants to hear)

General questions regarding financial and economic literacy (people who grasp socio-economic concepts are less likely to need layers of lower and middle management). A relevant one would be how handle or prevent the united airlines incident where the doctor is randomly and forcefully selected to be removed. Basic ones to ask about are common misconceptions, such as carrying a slight negative credit-card balance to "prove creditworthiness" or increased pay reducing your net income progressive tax brackets (the interviewer/interpreter has to account for, or be open-minded, when the interviewee is well versed in tax-avoidance and multiple categories of taxation effecting income).

Pay attention to some objectively bad habits, like using an ad-supported flashlight app instead of the phone's built-in toggle. I personally distrust people who don't attempt competence, dignity, and prosocialness (i.e. willing to forgo personal gain so bad behavior in others is discouraged) in all walks of life.

https://johnpublic.mataroa.blog/blog/the-asshole-test/ (this test has its own flaws).

Does .999... == 1 and the monty-hall problem (various right and wrong answers, and screens some agreeable and disagreeable personalities).

Side-note: If HR and recruiters are misbehaving, just let them know they are being monitored.