Define what the team needs before writing the job description. Hire for the gap, not for a clone of yourself.
Strong answers cover: defining role requirements based on team gaps, structured interviews to reduce bias, assessing for potential and growth mindset alongside current skills, diversity of thought and background, culture add (not culture fit), and inclusive interview practices. Best candidates mention their personal biases and how they mitigate them.
Tests strategic team building. Red flag: hiring for "culture fit" without defining it, or only hiring from their network. Good sign: structured process that actively counters bias and prioritises team composition.