How do you propose to do that? At least with developers you can make the candidate do some toy project or whiteboard but that process is woefully flawed and controversial.

That’s tech, but what if you’re hiring for something more abstract, like Human Resources or sales?

What if you just need a person who can learn quickly and is easy to work with?

Almost every job I was in changed significantly within a year of being there. New tasks, new responsibilities, new teams. I grew with the changes or I left when I wanted a change. Screening upfront for specific skills only in all but the most narrow jobs will have limited usefulness.

It seems to me the best way to accomplish this is to have a clear statement of the role, provide excellent on-boarding and make hiring and firing much easier, so you can quickly end a relationship that’s not definitely not working.