You’re about to interview a product innovation candidate. What are the biggest mistakes you should avoid?

One thing that works for me is giving a real time problem at hand and then assess the approach of the candidate. Focussing on just the outcome at times restricts innovation. However, a customer-oriented approach may even help evolve the outcome to something better.

Don't just think about a product's features or what it can do. It's important to remember that new products should focus on the customer. So, the person should be able to find, understand, and fix problems that customers have. They should also show how their ideas have really helped the business. Creativity and thinking differently are also important, because these often lead to the best and most new ideas.

Don't solely rely on the candidate's resume or past experiences as a measure of their potential for product innovation. While experience and qualifications are important, they may not fully reflect the candidate's creativity, problem-solving skills, or ability to drive innovation

I know it's important to question what a candidate says, but it's also good to trust them. When we're talking about creating new products, we need to remember that the candidate is an expert and might have good ideas. Instead of questioning everything they say, we should look at what they've done in the past and how they've dealt with challenges.

Though the main points are good, I see it a bit differently. It's not just about checking a candidate's abilities and if they'll fit in, but also about making the interview a two-way conversation. Both sides should get to know each other. We shouldn't just look at if the candidate has the right skills, but also talk about how the organization can help them grow. And while being passionate and adaptable is great, it shouldn't make us forget the value of expertise and experience in creating new products. Lastly, even though fitting in with the culture is key, companies should also appreciate diversity and inclusion, respecting different views, experiences, and backgrounds.

One easy way to build on this in interviews is to ask the candidate different approaches to the same problem. It opens up the canvas to lots of perspectives. It will help assess the depth of understanding of the candidate on not just the customer but the bigger picture involving all other elements involved in the solution. (this slightly leans towards systems thinking)

While it's true that open-ended questions can encourage broad and critical thinking, closed-ended or leading questions can also have their place in the interview process. These types of questions can help to clarify specific points or gauge the candidate's level of knowledge in certain areas. The key is to strike a balance between open-ended and closed-ended questions, as well as to ensure that all questions are relevant and help to assess the candidate's suitability for the role.

Some of the best candidates I interviewed and later coached spoke for about 70-80% of the time. When it was my turn, I was just asking questions or throwing curveballs at them. Listening will help you understand the mindset of the candidate.

In my perspective, a job interview should be a dynamic conversation rather than a one-sided interrogation. While it's crucial to respect the candidate's time to express themselves, interjecting at appropriate moments can stimulate deeper discussions, clarify misunderstandings immediately, and create a more engaging conversation. It's about striking a balance between active listening and active engagement.