Rely less on interviews and more on work samples—actual examples of job-relevant tasks that applicants have done. It might be a report they created, a presentation they delivered, or a software program they wrote. It could be customer satisfaction, employee retention rates, or patents filed. When data on past performance aren’t available, create simulations. If you’re hiring salespeople, ask them to sell you something. If you’re looking for people who can thrive under pressure, put them in a stressful situation and see how they respond. If you want leaders, challenge them to create a vision and mobilize a group of strangers to follow them.