How to Size Up Someone Quickly During the Job Interview

Hiring the right person isn’t just about skills—it’s also about character, attitude, and how someone fits with your team’s culture. Olympic weightlifter and confidence coach Laura Eiman offers a deceptively simple, but profoundly insightful litmus test for making these judgments: ask yourself “Does this person want to be right all the time, or do they want to be happy all the time?”

Here’s why this one question can help guide your hiring decisions and how you can apply it effectively in interviews.
Why it matters

• Right-all-the-time thinkers often resist growth
  Candidates who prioritize being right may avoid admitting mistakes, compromise, or feedback. This rigidity can hinder collaboration, learning, and personal development.
   
• Happy-pursuers tend to be more flexible and resilient
  People who prioritize being happy are often focused on constructive results, healthy relationships, and collective success. They’re more likely to adapt, take ownership, and maintain positive working dynamics.
   
• Creates a healthier team environment
  During interviews, your energy and impressions (not just the candidate’s answers) reveal a lot. Someone who embraces positivity, mutual understanding, and humility is likelier to contribute to a cohesive and motivated team.

Keeping the concept in mind during an interview

1. Observe how they respond to feedback or uncertainty
   Does the interviewee deflect, justify, or shut down when prompted to discuss challenges? Or do they thoughtfully explore what they might learn, how they’d improve, or where they’ve grown?
    
2. Notice how they describe past situations
   Do they replay being right—even if it wasn’t helpful, or do they show awareness of teamwork, outcomes, or personal development? Do they express satisfaction in results achieved, rather than focusing on being proven correct?
    
3. Watch their openness
   Are they defensive about ideas or curious? Happy-focused individuals tend to be more self-aware and open to collaboration.
    
4. Trust your instincts as an interviewer
   After the interview, ask yourself: Did this person seem more concerned with being right, or with doing work that brings satisfaction, growth, and harmony?

In practice
Imagine two candidates. One continually emphasizes how they were right in every prior role—even when faced with pushback or mistakes. The other acknowledges past missteps, highlights what they learned, and speaks about building trust and positive team outcomes. Even if their resumes are similar, the latter likely fosters better long-term alignment with your organization’s goals and culture.

The difference between wanting to be right versus wanting to be happy may seem subtle—but it often shapes workplace dynamics, collaboration, and growth. As an interviewer, paying attention to this instinctual reaction gives you a powerful shortcut: it signals whether someone will fixate on ego or fuel the team’s morale and momentum.

Wanting to be happy isn’t about complacency—it’s about resilience, adaptability, and emotional intelligence. When you size up candidates quickly, choosing those who lean toward genuine contentment and constructive growth will help you build a stronger, more harmonious team.