One Question...and never hire the wrong person again.

Don’t Make Any More Mistakes in Hiring: This One Question Will Ensure You’re Hiring the Right Person

Hiring the right person is one of the most critical decisions a business can make. With the wrong hire, you risk not only the loss of time and resources but also the potential disruption of your entire team’s dynamics. How can you ensure you’re hiring the right person? It’s simpler than you think.

There’s one question that can provide the foresight you need: “In your life, what have you been the best in?”

This question might seem simple, but its power lies in what it reveals. It’s not about the specific area in which the candidate was the best—it could be anything from academic achievement to sports, personal hobbies, or even a unique life challenge. The key is that they have been the best at something.

Why This Question Matters

The purpose of this question isn’t to identify what your candidate excelled at, but rather to see if they’ve experienced being the best at anything. This demonstrates a critical trait that will impact their performance in your organization: grit.

The Importance of Grit and Perseverance

Being the best at something doesn’t happen by accident. It takes grit, a combination of perseverance, passion, and resilience to reach the top of any field, no matter how small or obscure. Employees who have achieved that level of excellence in one area are more likely to demonstrate the same qualities in their professional careers.

Here’s why:

1. Drive to Succeed: If someone has been the best at something, they know what it takes to push through obstacles, stay focused, and achieve their goals. This drive translates directly into the workplace.
2. Resilience: Top performers are often those who have encountered and overcome setbacks. In today’s fast-paced business environment, resilience is key to handling change and uncertainty.
3. Commitment to Improvement: The journey to being the best requires continuous self-improvement. Employees with this mindset are always looking for ways to learn, grow, and enhance their performance.

What If They Can’t Answer the Question?

If your candidate struggles to identify a time when they were the best at something, it should raise a red flag. The fact is, if they’ve never experienced being the best at anything, it’s unlikely they’ll have the drive or resilience to push through the challenges they’ll face in your company.

A lack of experience in excelling may indicate that they haven’t developed the perseverance or grit necessary to stand out, either in the role they’re applying for or in life in general. And if they haven't demonstrated it before, chances are, they never will.

Hiring with Foresight

The hiring process doesn’t have to be a guessing game. By asking this one powerful question, you can quickly assess whether your prospective employee has the qualities needed to thrive in your business. Whether their “best” is in sports, art, academics, or personal challenges, what matters is that they’ve achieved it—and they’ll bring that same energy and determination to your company.

In the end, you don’t just want an employee who can do the job. You want someone who is driven to excel, overcome obstacles, and rise to the top. And by asking, “What have you been the best at?” you’ll find those individuals who are truly up for the challenge.

How to Interpret Their Answer

When asking the question, "What have you been the best at?" pay attention to more than just the surface-level response. The key to gaining insight lies in the details of how they explain their journey to becoming the best. Here’s what to listen for:

1. Specifics Over Generalizations: A strong candidate will give you specific examples of their accomplishments, whether it's leading a project, excelling in a sport, or mastering a particular skill. Generalized or vague answers may suggest they haven’t truly reflected on their successes or, worse, they lack real experience in excelling.
2. The Process, Not Just the Result: Look for candidates who emphasize the process they went through to become the best. Did they face challenges? How did they overcome them? This demonstrates problem-solving skills, resilience, and a focus on continuous improvement—traits that are essential in the workplace.
3. Passion and Commitment: Notice if they speak passionately about their pursuit of excellence. Passion fuels long-term commitment and perseverance, which are traits that can help an employee push through tough times and stay focused on long-term goals.
4. How It Relates to Work: Even if their area of excellence seems unrelated to the job at hand, their story will reveal transferable skills like discipline, leadership, or time management. Ask follow-up questions to help them make connections between their experience of being the best and how that mindset can translate into their performance in your company.

What Does “Best” Look Like in Your Industry?

While you’re searching for candidates with grit and perseverance, it’s important to tailor your understanding of what being “the best” looks like in your industry. In fast-paced industries, being the best might mean outperforming sales targets or mastering complex technical skills quickly. In more creative fields, it could be about innovation, creativity, and pushing boundaries. In both cases, you want to find individuals who have a track record of excelling in their field of expertise and who can carry that determination into your company.

How This Question Improves Your Hiring Process

Integrating this question into your hiring process adds a layer of depth that goes beyond traditional competency-based questions. It gives you insight into the candidate’s character, work ethic, and ability to push through challenges. This can help you avoid the trap of hiring candidates who look great on paper but lack the internal drive to succeed.

1. Reduces Subjectivity: Rather than basing your hiring decision on gut feelings, you’re relying on evidence of past performance and the candidate’s ability to achieve excellence. This makes the process more objective and focused on what truly matters.
2. Helps Identify Top Performers Early: Asking this question helps you identify top performers early in the interview process. These individuals are likely to rise quickly through your organization, take on leadership roles, and make significant contributions.
3. Boosts Retention: Employees who have a history of being the best at something are more likely to be intrinsically motivated. They don’t just work for the paycheck; they work for the satisfaction of excelling. These individuals are more likely to stay with your company long-term, reducing turnover and enhancing team stability.

Avoiding the Wrong Hires

Without this insight, you risk hiring employees who may appear competent but lack the internal drive to push through challenges. Employees who haven't experienced the pursuit of being the best may struggle when faced with setbacks, fail to push their performance to the next level, or lack the resilience to grow with your company over time.

In contrast, candidates who have been the best at something—anything—have demonstrated the ability to set goals, work relentlessly to achieve them, and overcome challenges along the way. These are the employees who will consistently push your business forward, adapt to change, and deliver results even in tough conditions.

Implementing This Question in Your Hiring Strategy

To make the most of this question, consider using it early in your interview process, either as part of an initial phone screen or during your first in-person interview. Pair it with other behavioral questions that dig into the candidate’s past experiences and problem-solving skills.

For example, follow it up with:

• "What challenges did you face in becoming the best, and how did you overcome them?"
• "How do you apply the lessons from that experience to your work today?"
• "Can you give an example of how that determination has helped you in a professional setting?"

This approach will give you a comprehensive view of their potential to excel in your organization.

Conclusion: Hiring the Right Person Just Got Easier

The difference between a good hire and a great hire often comes down to more than just skills and qualifications—it’s about mindset. By asking candidates to reflect on when they’ve been the best at something, you’re identifying those who have the perseverance, grit, and resilience necessary to succeed in your business.

These qualities aren’t teachable, but they are essential for long-term success. With this one question, you can avoid costly hiring mistakes and build a team of top performers who will drive your business toward continued growth and success.

So next time you’re in an interview, remember to ask: “What have you been the best at?” You’ll be surprised by how much this one question reveals about a candidate’s potential to thrive in your organization.