Anyone looking for talent can easily find themselves awash in a sea of impressive résumés. But those documents aren't going to move you one inch closer to identifying people with the personalities and characteristics best suited to driving your organization forward. Take it from Tom Goodmanson, CEO of Calabrio, a provider of customer engagement and analytics software. Even though his company is based in Minneapolis, where tech talent can pick and choose from countless companies looking for particular skills, Goodmanson says focusing on a candidate's qualifications and experiences is the wrong approach. Instead, he looks for certain personality traits that indicate a person genuinely wants to spur continuous improvement with the end goal of beating the competition. If that's what you want in a new hire, too, here's where you need to focus during the interview process.

1. Look for a consultant mentality.

Goodmanson spent the first decade of his career consulting, a line of work that necessitates a natural curiosity, a belief that things can always be improved upon, and a strict refusal to drink an organization's Kool-Aid. Someone who thinks this way and can help surface stellar ideas is the person you want on your team.

2. Ask candidates why they keep coming back for subsequent interviews.

Assuming the person has interviewed with several people within the organization, he or she has had plenty of opportunity to get a sense of your culture and what it might be like to work on your team. In spite of a competitive talent market, you should be looking for people who want the job and go after it ardently. Goodmanson, who is the last stop in the interview process, assesses the level of desire by asking why the person keeps coming back. Often, he hears about intangibles such as friendly people, a cool space, or passion for doing a particular kind of work. These are the kinds of things that will tell you if the person will be happy employed with your company. "You spend half of your waking life at this place, you might as well like the people you work around and the things you're doing," Goodmanson says.

3. Take the person out to dinner with your team.

At this point, you should be fairly certain this is a person you want to hire. But by interacting on a social and casual level, you're making certain it's a good fit. "This is not an interview. We don't ask any questions and just observe," Goodmanson says. "The great ones jump in and start to roll in the same direction with the team."