Last week, a recent hire on the IT Security was let go, due to reluctance to support company culture on data security / personal conflict. I work in IT Audit, and interface with coworkers on the IT Security team almost daily. Our teams frequently cross-interview each other's candidates.
The position has been re-opened, and I am slated to participate in several preliminary interviews later on this week. I could ask the candidate directly through behavioral style questions ("give an example when...what did you do?"), but I feel such an approach is focused on a particular instance, and the candidate may not answer honestly.
I am more interested in the general perception of the candidate toward a particular subject, in this case, risk and security. It was unfortunate he was let go, as valuable time / energy was spent on someone who did not work out.
How can I screen candidates to avoid a similar situation in the future?
Additional Information: In case this is seen as a duplicate to my question here, that question was focused on behavior in a specific circumstance, but I am more interested in general attitude in this question.
Also, while one should ideally set aside personal bias at work, prior experience / attitude / perception can color one's actions.