An intrinsic part of the entrepreneurial journey is putting together an A Team, and working with the best people you possibly can.

In fact, I would say that you should be on the lookout for the most talented people you can find, not necessarily the people with the exact skills to fit your job description.

Meaning, if someone is talented and is a hard worker, that person will always be more valuable than someone who happens to know how to code in a certain language. Talent always beats skills.

Part of the process of recruiting your team is the face-to-face interview. Whether you are being interviewed or you are doing the interviewing, there are some things you need to be aware of to make the interaction successful and ultimately close the deal.

After having interviewed some leading HR professionals myself, here are five crucial things to avoid or look for in an interview process.

1. Make sure the person is thoroughly curious.

The best candidates spend time pre-interview to learn all about the company and come prepared. As one HR professional told me, "A curious person will go far. Did the candidate deeply check out your company-site-product? A serious candidate who has an entrepreneurial spirit will not only check out your product but also come in with questions and actual suggestions and or new ideas."

It is that extra step you are looking for when building your team. A person who displays this kind of professional curiosity is a person who will show initiative down the road. 

2. Make sure the person is humble, yet confident.

Any entrepreneur, or really any professional, understands that mistakes are part of the process. In fact, mistakes often teach you more than success does. Look for that humility when building your team. Ask the candidates about failures, what they learned, how they coped, and what they did to end up turning it into a learning experience.

On the flip side, if you are the one interviewing, own up to your mistakes and walk the fine line between confidence and humility.

3. Make sure the person doesn't buckle under the pressure of hard questions.

If you are looking for the top talent for your team, one of the many things you are going to have to evaluate is how that person conducts herself under pressure. Does she buckle or flourish?

"Ask hard questions. Put the candidate on the spot. For example, if a candidate tells you that she thinks she's a great manager, be sure to ask, 'Tell me what you see in yourself that makes you a good manager.' Some candidates are great interviewers, but when you really dissect and ask for elaboration and examples, this will show true colors."

4. Make sure the person is calm and collected.

Ask candidates to give you an example of how they performed under high pressure and for an example of when they did not. Testing how calm and collected someone is could be one of the most important aspects of an interview. As an interviewee, coming prepared with relevant knowledge will help you get the confidence you need to own the interview and project calmness.

5. Make sure the person is collaborative and well-rounded.

This might seem like a random question interviewers ask, but it is actually very illustrative of the person you are interviewing: Do they play competitive sports? Often, that is a good sign of how that person will perform. Sports and other hobbies often indicate that the person is a collaborative team player and really wants to win.

The important thing is that they have hobbies, they have passion, and they dedicate themselves to different things and activities throughout their life.

When it comes to building your team, make sure to try to get to know the person you are interviewing as much as possible given the short time frame. And if you are applying for a position, make sure that you communicate your talent, passion, and, most important, your value to the company. Aim to create FOMO--fear of missing out--in the person interviewing you.