Leaders with toxic interpersonal behaviors often make excellent first impressions, which means they’re surprisingly difficult to identify in traditional interviews. As a result, organizations can hire technically impressive leaders who ultimately damage team performance, culture, and retention. Six steps can help hiring managers better evaluate candidates’ interpersonal capabilities during the recruiting process to spot warning signs early and avoid costly hires: identify the specific interpersonal requirements for the role; draft revealing questions that get to those requirements; define your ideal responses (and red flags); ask follow-up questions; develop a personal assessment; and validate it with multiple sources. Click here to read the full text article