Agile software development teams, especially the "squads" in the Spotify model, are supposed to select their own candidates for joining the team. The idea is that team members should have a connection. This makes perfect sense, as we spend a lot of our time with colleagues, often more than with some friends or family.
I've had lots of interviews, and every now and then I find myself on the other side of the table. Over the years I have learned that there is a unique dynamics to these interviews. And to be honest, a few times the candidate did not turn out to meet the expectations.
A pitfall is that we look for people who have our qualities, maybe even copies of ourselves. We know what needs to be done, and we know how to do it. It is much harder to select a candidate who has qualities that we don't have, unless they will replace someone we know filled up tour shortcomings. The fear that certain skill sets will leave our team, will make us very focused to find precisely those skills in a replacement.
What if the candidate has qualities we did not know we were missing? What if their brains are wired so differently that they just respond in different and unexpected ways to the questions we ask them? Maybe these people have autism, ADHD, dyslexism, or an extremely high IQ. I would argue that these people will be most interesting to add to a team, as they may come with solutions none of us were thinking about. So my advice would be: hire https://www.agconnect.nl/artikel/zo-ga-je-om-met-neurodiverse-werknemers