Traits of High-Performers: What to Look for in Interviews
When it comes to job interviews, there’s more to consider than just technical skills and job requirements. Over the years, I’ve noticed a few traits that consistently set high-performers apart. These are worth assessing in interviews, and they can make a significant difference in team dynamics and project outcomes.
Understanding High Agency
A ‘high agency’ person is someone who takes initiative, is proactive, and has the ability to influence their environment effectively. They don’t wait for instructions or permission to act; instead, they identify opportunities and take action to achieve their goals. High agency individuals are problem solvers who are not easily deterred by obstacles. They possess a strong sense of ownership and responsibility, which drives them to find solutions and make things happen.
Having high agency people on your team is invaluable. They bring a dynamic energy that can propel projects forward and inspire others. Their proactive nature means they often anticipate challenges before they arise and address them head-on. This not only enhances team productivity but also fosters a culture of innovation and resilience. In a rapidly changing work environment, high agency individuals are adaptable and can pivot strategies quickly, ensuring the team remains agile and competitive.
High agency people can be a bit of a double-edged sword though. People with the agency to do the things you want, probably also have the agency to do things you would rather they didn’t. While sometimes hard to manage, it’s a superpower to select the right high-agency people and get them together into productive healthy teams.
So here are 3 things I think are important to look for in interviews to help you identify high-agency people that will make your teams stronger not more divisive.
The Power of Constructive Criticism
One of the most valuable traits is the ability to express a negative opinion constructively and persuasively. We’ve all worked with people who either shy away from expressing negative opinions or do so destructively. The key is to communicate criticism in a way that is both constructive and persuasive, fostering a positive work environment.
Interview Exercises:
- During the interview, present a flawed project proposal or design and ask the candidate to review it. Watch how they naturally approach giving feedback on its shortcomings.
- Ask them about a technology or product they disliked and don’t want to use again in new roles. Dig into why, make them defend their opinion.
Backing Up Preferences with Experience
Another important trait is the ability to back up stated preferences with examples of experience. It’s one thing to have preferences, but being able to support them with real-world examples shows depth of understanding and experience. This trait is invaluable in making informed decisions and driving projects forward.
For very junior roles, candidates might not actually have the experience to draw on, in these cases self-awareness are key: you don’t want to hire someone that is making uninformed decisions without realizing it. Sometimes the right answer to “what’s the best approach for XYZ” is “I don’t know, but here is how I would find out”.
Interview Exercises:
- Present two contrasting approaches to solving a technical problem. Ask the candidate which they prefer and observe how naturally they draw on their experience to justify their choice.
- During technical discussions, dig into why they like certain tools or approaches, is it based on experience or rumor? Are they self-aware of why they make the choices they do?
Reflecting Critically on One’s Work
Finally, the ability to reflect on one’s own work critically and constructively is crucial. We’ve all been in situations where recognizing our own mistakes was challenging. However, the ability to critically assess one’s work and learn from it is a hallmark of a high-performer.
Interview Exercises:
- Give candidates a short technical task, then immediately ask them to review their own work and identify potential improvements. Watch how thorough and honest they are in their self-assessment.
- Ask them to bring a piece of their past work to the interview and walk through what they would do differently now. Notice their depth of reflection and self-awareness.
- During technical discussions, intentionally point out a mistake in their reasoning. Observe how they handle the correction and adapt their thinking in real-time.
Whether you’re interviewing, being interviewed, or just working with coworkers, honing these traits in yourself and valuing them in others can be incredibly rewarding. Striving to be skilled at these three traits will pay back tenfold in your professional journey.