Stay objective and focused on facts. Ask specific, detailed questions about their achievements. Challenge them with situational or problem-solving scenarios. Probe into team collaboration and how they handle feedback. Watch for signs of humility or overconfidence in responses. Gauge their self-awareness by asking about weaknesses or failures. Stay neutral and avoid being swayed by their confidence. Focus on their actual experience and skills over attitude. Observe how they handle follow-up or clarifying questions.

For all candidates, set a clear agenda as you are then taking control of the meeting. The Agenda should be: 1."I'll tell you about me" - so being open at the start means the candidate will also be more open and less guarded. 2. "Lets talk about you" - chance to question the candidate as normal. 3. "Any questions at the end" - chance to close off any concerns. Overly confident candidates are caught out by this and they'll show their true colours as they try to take control, allowing you to close the agenda in an efficient manner rather than spending 2 hours in an interview having to listen to a candidate, you don't want to work with.

Recognizing the signs and behaviors associated with inflated self-esteem is crucial for building empathy and providing appropriate support. Here are some practical ways to handle individuals with these conditions: - Encourage self-reflection: Help individuals with inflated self-esteem develop a more realistic perception of themselves by encouraging self-reflection and introspection. - Promote empathy: Foster empathy by helping them understand and consider the feelings and perspectives of others. - Provide constructive feedback: Offer balanced and constructive feedback to help them develop a more accurate self-assessment.