Start job interviews by asking candidates why they would want the job. It’s the most important of the only three interview questions so you want the cleanest answer to it. Then, their answer to that first question will inform other questions you ask – if any. Their answer will let you know whether their bias is to do good for others, things they are good at, or good for themselves. Note we’re talking about “buying” interviews, not “selling” recruiting or sourcing calls.
Recall the only three interview questions are 1) Can you do the job? 2) Will you love the job? And 3) Can we tolerate working with you? Or strengths, motivation and fit. Every question you’ve ever asked, ever been asked, or ever will ask is a sub-set of one of those three. The strengths assessment is relatively straightforward – they either have the strengths required or they do not. The fit question is tricky as you’re trying to line up their personal preferences across behaviors, relationships, attitudes, values and the environment with your culture. That leaves motivation as the most important thing to get at in an interview.