You'll want to learn about how to perform a "behavioral interview". This type of interview focuses on assessing a candidate's detailed narrative of past projects to infer how they would work in your organization.
Behavioral interviews focus on how the candidate HAS dealt with adversity, difficult people/situations as well as mistakes and criticism in THEIR OWN work experience. These type of interviews explicitly avoid hypothetical scenarios (eg "what would you do if...?"). The idea is that past behavior is a good predictor of future behavior. Behavioral interviews give the best picture of what the candidate would be like to work with and they're the best "asshole filter" you can get in a job interview scenario.
Behavioral is the most difficult type of interview for both the candidate and the hiring manager.
Candidates should prepare by carefully practicing behavioral questions which are easily found with a google search. Perhaps even more important, the candidate should compose details of their work history into "S.T.A.R." narratives, either mentally or in writing if it helps.
Interviewers should become familiar with interviewing and easing the candidate into a dialog rather than a rapid-fire questions. Starting "cold" with "Tell be about a time when you were criticized...?" Will get you deer-in-the-headlight looks and stilted answers. Instead, start with a discussion about some project the candidate has worked on, ask detailed questions, then start to focus in on conflict/problems and how the candidate handled criticism. People don't naturally index their memories into short vignettes, but a skilled interviewer can coax these out with such ease that it doesn't even feel like a job interview.