Resumes and rehearsed answers only reveal so much. Whether candidates are hiding red flags or simply defaulting to what they’ve practiced, canned responses are the enemy of great hiring decisions. The risk? You may overlook an incredible IT Project Manager—or worse, hire someone who sounds perfect but doesn’t deliver when stakes are high.
At PMO Partners, we know that great IT leaders are more than bullet points and polished anecdotes. Here’s how hiring managers can push beyond scripted answers to uncover the real capabilities and potential of their candidates.
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Practice On-the-Spot Coaching
Let’s say you’re interviewing a candidate for a senior IT project management role. They’re well-spoken, poised, and their resume is packed with experience. But their answers feel a little… safe. You ask about a leadership failure and get a textbook “turning a weakness into a strength” response. What now?
Try shifting gears.
For example:
“Can you answer that again, but this time tell me a story with a beginning, middle, and end?”
This simple pivot reveals how the candidate reacts to real-time feedback, a core skill for project managers who regularly navigate shifting requirements and team dynamics. Watch for:
- Adaptability: Do they change course quickly?
- Receptiveness: Are they open to feedback or defensive?
- Clarity: Can they clarify expectations or ask smart questions?
- Application: Do they improve their responses as the interview progresses?
A candidate’s ability to pivot and improve in real time tells you more about their working style than any bullet point ever could.
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Conduct Group Interviews to Observe Dynamics
Borrow a page from Southwest Airlines: group interviews aren’t just for flight attendants. They can reveal a wealth of insight into how candidates behave under pressure and within a team, two conditions that define most project environments.
In a group setting, you’ll see:
- Who takes initiative vs. who fades into the background.
- Who collaborates, builds on others’ ideas, and encourages participation.
- Who competes respectfully—and who throws others under the bus.
The best IT Project Managers rally stakeholders, manage conflict, and motivate cross-functional teams. A group interview lets you assess emotional intelligence, communication, and collaboration in real-time.
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Test for Cultural Fit with Deeper Questions
“Are you a good cultural fit?” is a terrible question. It’s vague, and most candidates will say whatever they think you want to hear. Instead, dig deeper:
- Ask: “What does a great workplace culture look like to you?”
- Follow up: “Tell me about a time when you were most energized at work – what were the surroundings, team dynamics, and expectations?”
- Probe for specificity: “What does ‘stakeholder engagement’ mean to you?”
Candidates may envision a culture of independence and remote flexibility, while your environment thrives on in-office collaboration and rapid iteration. You’re not looking for someone who checks all the boxes—you’re looking for someone who truly understands and complements your team’s rhythm.
At companies like Coyote Logistics, candidates are even asked to identify how they’ll contribute to and evolve the company culture—flipping the script from passive fit to active engagement.
Better Interviews, Better Hires
When you go beyond the surface, you’ll find project managers who not only meet your requirements but exceed your expectations. Whether it’s through live coaching, group dynamics, or nuanced cultural conversations, these interview strategies reveal the qualities that truly matter:
- Adaptability
- Emotional Intelligence
- Communication Clarity
- Cultural Resonance
- Leadership Under Pressure
PMO Partners helps companies find IT Project Managers who thrive in complexity. If you’re tired of hiring the “perfect resume” only to be let down six months later, it’s time to change how you interview.
Let’s talk about how to uncover your next top performer.