The Traitor Test: Interview Questions That Reveal Integrity (inspired by The Traitors Ireland)
The popularity ofThe Traitors Ireland has sparked national conversation about trust, character and teamwork — all qualities that matter deeply in the workplace. For Irish employers in 2025, the question is practical: how do you assess integrity in interviews so you hire dependable, trustworthy people — not potential problems? This guide gives hiring managers a ready-to-use “Traitor Test”: 12 evidence-based interview questions, scoring guidance, reference prompts and probation checks you can deploy today.
Why The Traitors Ireland matters to hiring managers in Ireland
The psychological themes onThe Traitors Ireland — loyalty, accountability and moral choices under pressure — are not just TV drama. They reflect everyday workplace dynamics where poor judgement or misconduct can damage productivity, morale and reputation. Embedding integrity as a core competency in recruitment helps Irish organisations reduce risk and strengthen teams.
Interview framework: behavioural + situational + verification
Apply a three-part approach used by experienced recruiters and HR teams:
Behavioural — ask about real past actions (best predictor of future behaviour).
Situational — offer realistic scenarios similar to the dilemmas on The Traitors Ireland to see how candidates decide.
Verification — confirm with targeted references and checks.
Always use the STAR format (Situation → Task → Action → Result) to score answers consistently.
The Traitor Test — 12 interview questions that reveal character
Below are the 12 core questions. For each, you’ll see what to listen for, follow-up prompts and red-flag indicators — all framed with the themes viewers recognise from The Traitors Ireland.
Mistake & Learning (Honesty)
Question: “Tell me about a time you made a mistake at work. What happened and what did you do?”
Listen for: Admission of responsibility, steps taken to fix it, lessons learned.
Follow-up: “How did you communicate the mistake to your manager or team?”
Red flags: Blame-shifting, vague answers, no learning.Handling Pressure (Accountability)
Question: “Describe a time you were pressured to meet a target in a way that felt risky or wrong. What did you do?”
Listen for: Prioritising ethics over short-term gains, escalation actions.
Follow-up: “Who did you involve and what was the outcome?”
Red flags: Rationalising rule-bending; no escalation.Confidentiality
Question: “Give an example of when you handled sensitive information. How did you protect it?”
Listen for: Practical safeguards, respect for privacy, awareness of policies (e.g., GDPR).
Follow-up: “What would you do differently now?”
Red flags: Casual attitude to data; inability to describe safeguards.Reporting Misconduct (Courage)
Question: “Have you ever raised a concern about someone else’s conduct? What happened?”
Listen for: Use of proper channels, factual reporting, focus on resolution.
Follow-up: “How was the situation resolved and what did you learn?”
Red flags: Never raised legitimate concerns due to fear/indifference; gossip-driven reporting.Conflict & Team Loyalty
Question: “Describe a time a teammate failed to deliver. How did you respond?”
Listen for: Supportive intervention, balanced accountability, actions to get the team back on track.
Follow-up: “What measures did you put in place to prevent recurrence?”
Red flags: Public shaming; punitive approach without coaching.Transparency in Decisions
Question: “Tell us about a decision you made that wasn’t popular. How did you justify it?”
Listen for: Clear reasoning, stakeholder communication, openness to feedback.
Follow-up: “What feedback did you receive and how did you address it?”
Red flags: Secretive decision-making; dismissing stakeholders.Integrity Under Temptation (Situational)
Question: “If you discovered a colleague manipulating figures to meet a deadline, what would you do?”
Listen for: Safeguarding evidence, escalation, protecting stakeholders.
Follow-up: “How would you document and follow up on the incident?”
Red flags: Tolerance or minimisation of manipulation; collusion.Consistency of Values
Question: “What values matter most to you at work? Give an example of when you lived one of them.”
Listen for: Specific examples aligning with company values (honesty, respect, accountability).
Follow-up: “How did others react and what was the outcome?”
Red flags: Generic platitudes without evidence; inconsistent behaviour.Response to Feedback
Question: “Tell me about a time you received difficult feedback. How did you respond?”
Listen for: Reflection, concrete improvement steps, measurable outcomes.
Follow-up: “How have you adapted since?”
Red flags: Defensive or entitled reactions; lack of improvement.Managing Ambiguity
Question: “Describe a time you had incomplete information but had to act. How did you manage the risk?”
Listen for: Risk assessment, consultation, documented decision rationale.
Follow-up: “What safeguards did you put in place after the decision?”
Red flags: Rash decisions without consultation; failure to monitor outcomes.Responsibility for Others (Mentoring & Influence)
Question: “Have you ever mentored a colleague who was struggling with standards or behaviour? What did you do?”
Listen for: Coaching approach, follow-up, escalation when coaching failed.
Follow-up: “How did you measure their progress?”
Red flags: Abandonment of struggling colleague; punitive measures without development.Commitment to Policies (Compliance)
Question: “Have you ever disagreed with an internal rule? How did you handle it?”
Listen for: Respectful challenge through proper channels, constructive proposals, compliance as default.
Follow-up: “What was the outcome and what did you learn?”
Red flags: Repeated non-compliance; encouraging others to ignore rules.
Scoring guide & interview rubric
Use a 1–5 scale for each question:
1 = Evasive / Highly Concerning
3 = Adequate
5 = Exceptional (clear ownership & measurable improvements)
Weight confidentiality & integrity questions higher for sensitive roles (finance, payroll, IT). Provide a sample scorecard that tallies weighted scores into Hire / Consider / Reject recommendations.
FAQs
Q1: Are integrity interview questions legal in Ireland?
A1: Yes — when competency-based and directly linked to job requirements. Avoid questions that probe protected characteristics.
Q2: How many referees should I check?
A2: At least two (one manager, one peer). For sensitive roles, consider three and an external client referee.
Q3: Do psychometric tests measure honesty?
A3: Some validated integrity assessments offer additional insight but should supplement behavioural interviews and references.
Q4: What if a candidate fails the Traitor Test?
A4: For critical roles, reject. For marginal cases, use probation with restricted access and clear KPIs.
How Matrix Recruitment can help you spot a Traitor
Book a 30-minute Hiring Review (Consultation)
Sign up for Interviewer Training
Request a Role Risk Assessment