How to Gauge Authenticity & Integrity in an Interview

When hiring a new employee, skills and experience are important, but a candidate’s authenticity and integrity are what truly define their long-term success in a team. The challenge? Anyone can say they have integrity—but how do you know if they truly do?

Key Strategies to Assess Authenticity & Integrity

1. Ask Behavioral-Based Questions

Past behavior is a strong indicator of future actions. Instead of hypothetical questions, ask for real-life examples that reveal how a candidate has handled ethical situations.

Example Questions:
• “Tell me about a time you made a mistake at work. How did you handle it?” (Integrity check: Do they take accountability, or do they blame others?)
• “Describe a time when you had to stand up for what was right, even when it was difficult.” (Integrity check: Do they prioritize ethics over convenience?)
• “Can you share an experience where you had to admit you didn’t know something? How did you handle it?”(Authenticity check: Are they comfortable being honest about their limitations?)

2. Watch for Consistency & Self-Awareness

People with integrity are consistent—their values, actions, and responses align. Look for:
✔️ Consistency in their answers across different questions.
✔️ Accountability—do they take ownership of their experiences rather than exaggerating or avoiding details?
✔️ Comfort with self-reflection and growth.

3. Assess Their Response to Ethical Dilemmas

Presenting realistic ethical scenarios can help determine a candidate’s moral compass.

Example Scenario:
“You notice a coworker taking shortcuts that could lead to a customer receiving incorrect information. What do you do?”

Look for responses that emphasize:
✔️ Speaking up with professionalism.
✔️ Taking responsibility for doing what’s right, even if it’s uncomfortable.
✔️ Balancing integrity with teamwork and problem-solving.

4. Gauge Their Comfort with Transparency

People with true integrity don’t dodge tough questions. Try an unexpected yet revealing one:

Example Question:
• “What is something you wish I wouldn’t ask you about?” (Authenticity check: Do they dodge or answer with self-awareness?)

5. Observe Non-Verbal Cues & Tone

Authentic candidates tend to be genuine, composed, and natural in their responses. Red flags include:
🚩 Over-explaining or being overly defensive.
🚩 Contradictions in their answers.
🚩 Avoiding accountability in past experiences.

Final Thought

Hiring for skills ensures someone can do the job. Hiring for authenticity and integrity ensures they will do the job with accountability, honesty, and trust. By using thoughtful interview techniques, you can identify candidates who will not only excel in their roles but also contribute to a stronger, more ethical workplace culture.