I think low ego people attract low ego people. Some are naturally better at detecting this than others.<p>The problem is that high ego people have a really bad radar for this stuff and attract high ego people, and for some reason they think that they're also low ego.<p>I adopted some ideas from Ray Dalio, but essentially, pain -> fear -> empowerment -> confidence -> ego (-> = creates). It's actual work to keep yourself from having a high ego, esp. as you naturally advance in life. Maybe I have a naturally high ego, but I have to do things like:<p>- Practice self awareness through journaling and introspection
- Medidate, think rationally, respond but don't react
- Assume that there's always a lesson in pain
- Assume that if I'm mad at someone, I'm missing some piece of info about them or the situation (~90% accurate)
- Read books
- Talk to people who have achieved more and are generally just nicer to be around than me.
- When I'm wrong, verbally admit it to myself and anyone else involved.
- Constantly be open to learning how imperfect I am.<p>So then I would just ask them: "What do you do to manage your own ego?" It's principally the same question as what do you do to manage your emotions such as fear and happiness, etc. But unless you can deeply answer these yourself, as I claim above, you probably won't be able to assess whether they're giving you a high or low ego answer.<p>^ These are my thoughts, I'm not claiming that I'm 100% right.
Have a professional psychologist participate. Personality profiling is a moral and legal slippery slope, and not something random interviewers should be doing. Good luck with the ADA and discrimination lawsuits. It’s bad enough that the nonsense Myers-Brigg profiling “test” is used seriously in professional settings.<p>Can you even define “low ego personality?” Seems like a subjective assessment, as colored by your perceptions as the candidate’s performance. Can you show with data that “low ego” correlates significantly to job performance? That the people you hire are clearly lower in ego than those you don’t? If you’re not referring to clinical categories from the DSM you’re just judging people with no objective or scientific criteria in an artificial and stressful situation.
OP here. I ask the candidate to describe a time that they inconvenienced others. Describe the situation, what happened, what happened afterward. Basically poking at the situation to identify humility and accountability.<p>I'm not entirely convinced of this approach because it bias towards people who are good at interviewing or telling a story. So I'm wondering is there other method you found useful?