Hiring managers are put in the difficult position of having to judge a candidate’s future potential based largely on their past performance. That’s why it’s so important to completely understand a candidate’s job history and how it applies to the role you’re hiring for. Candidates that appear to be highly qualified could prove to be deficient in disastrous ways. Conversely, candidates who don’t immediately jump out at you could prove to be the overlooked top talent you’re looking for. Below are four questions you should ask to get a deeper, more accurate picture.

• Describe a Professional Accomplishment You’re Proud Of.

Your goal is not to hire someone who is qualified. Your goal is to hire someone that is impactful. If you connect with a job seeker who appears to have the skills/experiences you’re looking for but also seems to have accomplished very little professionally, it should raise red flags. Look, instead, for candidates with a record of beating deadlines, exceeding quotas, and staying under budget.

• What Kind of Supervision Did You Receive at Your Previous Job?

This is another unexpectedly important question. Again, someone might be perfectly qualified, but if they’re used to being micromanaged and constantly supervised, that will only create headaches for you if it doesn’t match your own management style. Some people are capable of doing a lot, but only in the right setting. You would hate to hire someone that can’t thrive in the setting you have to offer.

• Why Did You Leave Your Previous Jobs?

The answer to this question reveals a lot. First, it tells you if a candidate has a history of quitting impulsively or getting fired. Second, it tells you about the candidate’s level of professionalism. If they seem eager, even giddy to criticize past employers and badmouth former supervisors, it’s evidence of a petty personality. Ideally, you want to hire someone that is pursuing bigger and better opportunities out of personal and professional curiosity.

• How Does Your Job History Relate to This Position?

This question cuts right to the heart of the matter. If a candidate claims to be qualified, ask them to specify why and how. If you have concerns, ask the candidate to address them directly. How, for instance, can you take on X responsibility if you have never done it in the past? What real value does X skill/ability bring to this position? If a candidate can’t answer questions like this clearly, confidently, and convincingly, it’s likely they’re less qualified than they let on.

Evaluating a candidate’s job history is just one of many elements you need to consider. Learn about enhancing your vetting process generally and your interview process specifically by consulting with Morris Bixby.