Screen candidates for technical competence before the interview, so the interview can focus on their human qualities. Remember that the natural tendency to hire people like oneself becomes dangerous when bullies are in charge of hiring. If you have a bully in the office, use a team approach: Have each candidate talk with people who will work above, below, and alongside him or her. Pay attention to how your candidate interacts with administrative assistants and lower-level employees, and encourage those employees to report any rude or disrespectful behavior.

During the interview, pay attention to how much a candidate says “I” versus “we” when talking about achievements. Resist the temptation to hire a whiz kid if it’s obvious he or she is a jerk. Ask the candidate to describe a frustrating project. You can spot a potential bully if they blame incompetent people or displays exasperated body language, like rolling the eyes or using a disparaging tone.

To gauge the level of consideration a manager might have in firing a worker, ask how they would handle incompetent employees. Observe their body tension, level of compassion, and tone of voice. Don’t be afraid to ask candidates directly if anybody has raised issues about their ability to interact with other employees. Finally, check references carefully. While a past employer may not say anything, they just might share some important information!