How to Spot Candidates Who Are Truly Committed
Simply Talented
Simply Talented - Your Trusted Partner in Recruitment, Training & Business Growth
Interviews are performances - and some candidates play the part brilliantly. Confident, articulate, polished. But when the curtain falls and the onboarding is done, are they still there in spirit - or already eyeing the next stage? At Simply Talented, we believe hiring should be about people who stay, grow, and contribute - not just those who impress on day one. So how do you cut through the charm and get to the truth?
Here are six lesser-known clues that a candidate might not be in it for the long run - plus the questions that help you reveal what really matters.
1. They Focus More on Exit Opportunities Than Entry Value
When candidates mention what this role could lead to - without ever explaining what they want to bring now - it’s worth pausing. What to ask: “What specific value do you hope to bring in your first 6 months here?” “What would make you feel proud of your contribution one year in?”
2. They Describe What They Want - Not What They’ll Do
Listen carefully: are they talking about what the company owes them, or what they’re ready to deliver? What to ask: “If we hired you tomorrow, what would be your first priority?” “What motivates you most in a role like this?”
3. They Use Vague Language Around Their Past Roles
Generic phrases like “I was involved in a few initiatives” or “I supported different teams” may suggest a shallow connection to outcomes. What to ask: “Can you walk me through a project you owned from start to finish?” “What were you personally accountable for in your last role?”
4. They Avoid Talking About Teamwork
If candidates emphasize what they did alone, but struggle to talk about team dynamics or collaboration - there may be a lack of alignment with company culture. What to ask: “What kind of team brings out the best in you?” “What role do you usually play in a team setting?”
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5. They Ask About Perks Before Purpose
Questions are welcome. But if the focus is only on benefits, time off, or “how quickly I can move up,” the long-term cultural fit might not be there. What to ask: “What about our work or mission made you want to apply?” “Which part of the job description felt most aligned with your values?”
6. They’re Present in Words, Not in Energy
You can often sense when someone is mentally elsewhere. Even the most polished answers can’t cover up a lack of connection.
What to look for:
Try this: “Was there anything you heard today that genuinely got you excited about this role?”
Final Reminder: Hire People Ready to Build, Not Just Pass Through
Strong resumes don’t build teams - people do. Take the time to look beyond rehearsed responses. The candidates who light up when talking about your challenges, your values, your mission - those are the ones who’ll stay, contribute, and grow with you.
Until next time, The Simply Talented Team.