Can you imagine if we picked our Olympic team based on resumes and interviews?
❌ “I love how Katy answered the flip-turn question, but I worry she’s overqualified.”
❌ “Lebron has some talent, but this job requires a college degree. It’s in the job description.”
❌ “Simone was really vulnerable in the interview. I’m not sure that’s a fit for our culture.”
Most jobs don’t come down to who can cover a hundred meters the fastest. Still, these examples expose the folly of the way we approach hiring and promotion. We get it wrong. A lot.
The recent shift toward skills-based hiring feels like a step in the right direction. Still, it’s really hard to ferret out who’s going to thrive or who just gives really good interview.
It all starts with what are you looking for. In my experience, regardless of role, these are the traits that consistently differentiate a top performer from a B player:
✅ They have that GET-IT-DONE-GENE. A ONE-TO-ONE SAY-DO RATIO. They don’t complain about resources; they figure out how to be resourceful and just find a way. And they take ownership when things go sideways.
✅ They are INSANELY, RELENTLESSLY CURIOUS. They want to get better, see feedback as a gift, and own their development. They go above-and-beyond not because of some extrinsic reward, but they just want to know.
✅ They’re GREAT TEAMMATES. MULTIPLIERS. People want to work with them. They invest in relationships, build trust, and infuse situations with energy. They love to give credit to others and value their legacy.
A resume tells us very little about these characteristics, and an interview tells us only slightly more.
– Are there common things you see that differentiate the best from the rest?
– How do you identify those traits?
