Beyond the CV: How to spot the right leader in an interview

Sally Fenton

When it comes to leadership recruitment, a polished CV and impressive experience are only part of the story. The real challenge lies in identifying the person behind the paper, someone who not only delivers results but inspires, leads, and fits seamlessly into your organisation’s culture.

At Search & Select, we know that spotting leadership potential goes beyond technical ability. It’s about asking the right questions, reading between the lines, and understanding what drives a person’s decisions and values. Here’s how to make every interview count when you’re hiring your next leader.

1. Focus on behaviours, not just achievements

A CV will tell you what someone has done. The interview should tell you how they did it.
Ask open-ended, behavioural questions that invite stories and self-reflection. For example:

“Tell me about a time you had to make a difficult decision with limited information.”
“What’s been your proudest professional moment and what did you learn from it?"

These kinds of questions move beyond rehearsed answers and help reveal the candidate’s natural leadership style, decision-making process, and emotional intelligence.

2. Assess cultural alignment early
Leadership success isn’t only about capability, it’s about compatibility. A technically strong candidate who doesn’t align with your values or way of working can cause long-term challenges.
During interviews, look for clues that show alignment with your organisation’s culture. You might ask:

“How would your team describe your leadership style?”
“What kind of culture helps you perform at your best?”

It’s equally important to be transparent about your own workplace environment and expectations, so both sides can assess whether the fit feels right.

3. Listen for learning mindset and adaptability
The best leaders know they don’t have all the answers. They’re curious, humble, and open to learning, qualities that are vital in today’s fast-changing markets.
Ask questions that explore how a candidate responds to feedback and change:

“Tell me about a time when something didn’t go to plan. What did you take away from it?”
“How do you stay current in your field or industry?”

Leaders who can demonstrate resilience, reflection, and adaptability will be better equipped to handle the challenges ahead.

4. Look for evidence of people-first leadership
A great leader understands that success is built on the strength of their people. Look for examples of how they’ve developed others, built trust, and managed difficult situations with empathy.
For instance:

“How do you support underperforming team members?”
“What steps do you take to maintain motivation during high-pressure periods?”

These questions help you identify those who balance accountability with understanding, an important trait of an effective leader.

5. Don’t overlook the importance of chemistry
Sometimes, the most valuable insights come from instinct. How does the conversation flow? Does the candidate listen and engage naturally? Do they inspire confidence?
Chemistry matters, particularly for senior roles where collaboration and influence are key. If something feels “off,” explore it either by asking follow-up questions or arranging a second conversation with different stakeholders.

The takeaway
The right leader won’t just meet today’s objectives, they’ll help shape the future of your organisation. By asking thoughtful questions and paying attention to the human factors behind the CV, you’ll be better placed to identify that potential.
At Search & Select, our experienced team supports employers across the Isle of Man and beyond to refine their recruitment approach and secure leaders who truly make a difference.

If you’re looking to strengthen your leadership team, we’d love to help.
recruitment@searchandselect.com
searchandselect.com/employers

Author: Sally Fenton

It takes two decades of board-level expertise and shed loads of industry passion to make a leader like Sally. Outdoorsy adventure? Try and stop her.