ITP FINAL INTERVIEW GUIDE

Lencioni: There are three required virtues that make someone an ideal team player. Those virtues are humble, hunger and smarts. The most important of those virtues is humility. The ultimate foundation of being a team player is a person being willing and able to put the team’s interests above his or her own. Only a truly humble person can do this effectively. The second virtue required is hunger, the desire to work hard, make a difference and get things done. The third and final virtue of an ideal team player is something I call smarts. It has nothing to do with intelligence, however, but is all about social awareness and interpersonal common sense. Ideal team players, in addition to being humble and hungry, demonstrate smarts with their ability to understand their colleagues and work with them effectively.

About Jack Berlin

Founded Accusoft (Pegasus Imaging) in 1991 and has been CEO ever since.

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Question people work candidate Insight TEAM IDEAL TEAM PLAYER

About Jack Berlin

Founded Accusoft (Pegasus Imaging) in 1991 and has been CEO ever since.

Question people work candidate Insight TEAM IDEAL TEAM PLAYER

<p>The Source for Organizational Health
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HIRING IDEAL TEAM PLAYERS:
AN INTERVIEW GUIDE TO HELP YOU 
IDENTIFY CANDIDATES WHO ARE 
HUMBLE, HUNGRY AND SMART
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Insight:  Look for more mentions of we than I. Of course, it isn’t about being so simplistic as 
to count the responses. In the event that someone refers to himself or herself individually more 
than as a member of a team, probe for whether he or she was working alone or with others.
Question:  What are the most important accomplishments of your career? 
Insight:  Look for whether the candidate celebrates that embarrassment or is mortified by 
it. Humble people generally aren’t afraid to tell their unflattering stories because they’re 
comfortable with being imperfect. Also, look for specifics and real references to the candidate’s 
own culpability.
Question:  What was the most embarrassing moment in your career? Or the 
biggest failure? 
HUMBLE
Insight:  Look for specifics about how the candidate accepted responsibility, what they 
learned from it, and if they actually acted on what was learned.
Question:  How did you handle that embarrassment or failure? 
Insight:  Yes, this is a seemingly tired question, but it’s still a useful one. The key is to look for 
answers that are real and a little painful. Candidates who present their weaknesses as strengths 
(“I take on too much” or “I have a hard time saying no”) are often afraid to acknowledge real 
shortcomings. To avoid this, it’s a good idea to coach candidates with prompts like: “I really want 
to know what you’d like to change about yourself, or better yet, what your best friends would say 
you need to work on.” The key to the answer is not what their weaknesses are (unless of course 
the candidate is an axe murderer), but if they’re comfortable acknowledging something real.
Question:  What is your greatest weakness? 
Insight:  Look for and ask for specifics. Humble people are not afraid to say they are sorry, 
and they accept other people’s genuine apologies with grace. People who do this usually 
have specific stories.
Question:  How do you handle apologies, either giving or accepting them? 
Insight:  Look for the candidate to demonstrate a genuine appreciation for others who have 
more skill or talent. Humble people are comfortable with this. Ego-driven people often are not.
Question:  Can you tell me about someone who is better than you in an area that really 
matters to you?
Humble team 
members are quick 
to point out the 
contributions of 
others and slow to 
seek attention for 
their own. They 
share credit, 
emphasize team 
over self and 
define success 
collectively rather 
than individually.
Insight:  By asking a team related question, it may be apparent if he or she values a team 
effort and is willing to do what is necessary for the good of the team. Encourage the candidate 
to describe specific interactions with colleagues and experiences working on a team. 
Question:  Describe your current team. What do you like and dislike?
THE IDEAL TEAM PLAYER INTERVIEW GUIDE
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THE IDEAL TEAM PLAYER INTERVIEW GUIDE cont.
Insight:  Look for specific examples of real but joyful sacrifice. In other words, the 
candidate isn’t complaining, but is grateful for the experience.
Question:  What is the hardest you’ve ever worked on something in your life? 
HUNGRY
Insight:  Look out for too many time-consuming hobbies that suggest the candidate 
sees the job as a means to do other things. That’s not to say that there is one specific kind 
of activity that is an indicator of not being hungry. And it’s certainly not to say that you’re 
looking for someone who has no interests in life outside of work. But a long list of hobbies 
like extreme skiing, sled dog racing, storm chasing, and shark hunting might just be a red 
flag when it comes to someone who is not going to put the needs of the team ahead 
of personal pursuits.
Question:  What do you like to do when you’re not working? 
Insight:  Look for specifics, usually relating to schoolwork, sports, or jobs. And when it 
comes to sports, it’s not about participation and having fun. Look for examples of difficulty, 
sacrifice, and hardship. Ask the candidate about how hard they worked in high school. 
Did they really strive to do well? Did they have a job? Did they train extraordinarily hard in 
a sport? You’re not looking for one particular answer, but rather for something real that 
indicates the person has a work ethic. And a work ethic usually, but not always, gets 
established early in life.
Question:  What was your work ethic like as a teenager?
Insight:  Hardworking people usually don’t want to work nine to five, unless their unique 
life situations demand it. And if they do, they are usually getting additional work done at 
home. That’s not to say that some people aren’t stuck in dead-end, nine to five jobs and 
are itching to get out and do something challenging. But if a candidate is satisfied with 
a predictable schedule and talks too much about “balance,” there’s a chance he or she 
isn’t terribly hungry. Again, not a litmus test, but a red flag. None of this is to advocate 
that people should prioritize their work over their families. Not at all. It’s just that when 
a candidate focuses a lot on the hours that they’re expected to work, they may not be 
the kind of hungry team player you need.
Question:  What kinds of hours do you generally work? 
Hungry team 
members are self-
motivated and 
diligent. They are 
constantly thinking 
about the next step 
and the next 
opportunity.
2
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THE IDEAL TEAM PLAYER INTERVIEW GUIDE cont.
SMART
Insight:  Look for how accurately the person describes what you are observing and how 
introspective he or she is. Smart people generally know themselves and find it interesting 
to talk about their behavioral strengths and weaknesses. People who seem stumped or 
surprised by this question might not be terribly smart when it comes to people.
Question:  How would you describe your personality? 
Insight:  Everyone annoys someone, sometimes. Especially at home. Smart people are 
not immune to this. But neither are they in the dark about it. And they tend to moderate 
these behaviors at work.
Question:  What do you do that others in your personal life might find annoying? 
Insight:  Some people use the word empathetic. The issue is whether the candidate 
seems to understand what others are feeling. Now, there are certain personality types 
that are less empathic than others, and that’s fine. What you’re looking for here is an 
indication that the person values empathy and whether he or she has an understanding 
of his or her own strengths or weaknesses in this area.
Question:  Would your former colleagues describe you as an empathic person? -OR-
Can you give an example of how you’ve demonstrated empathy to a teammate? 
Insight:  What you’re looking for here is the candidate’s self-awareness and self-
control. Smart people know their pet peeves, and they own the fact that some of those 
pet peeves are their own issues. They also know how to deal with annoying people in 
a productive, constructive way.
Question:  What kind of people annoy you the most, and how do you deal with them? 
Smart team 
members are 
interpersonally 
appropriate and 
aware. They have 
good judgment 
and intuition 
around the 
subtleties of 
group dynamics 
and the impact 
of their words 
and actions.
Insight:  By asking the candidate about a difficult work relationship, you will learn if he 
or she can read situations and people and handle them skillfully.
Question:  Have you ever worked with a difficult colleague or boss? How did you 
handle the situation?
3
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