To spot top talent, focus on candidates’ daily habits, how they handle setbacks, and their drive to improve. Listen closely to how they talk about failures and wins—this reveals their mindset and potential for growth.
How can you identify top talent in an interview?
So what would you share with, a hiring manager, or a CEO who’s looking for top talent? Right now in this market? Hey, how can they, determine during an interview? Ooh, if this person is a high performer or top performer. Absolutely. What does that look like? That’s my favorite, right? So that’s actually what I spend a significant amount of time doing.
What habits signal a high performer?
So I mentioned earlier we have some expanded services where I have Tony and Danielle that are coming in to do, several different things because I spend so much of my time doing executive interviews. And also, executive close table round sessions, if you will. For companies who have been through tense situations, which we’ll get into here in a little bit, but this talent situation that we find ourselves in, is a really interesting one.
So to answer your question about, you know, what would I tell a company that’s really in the thick of this, I have a very specific process that I follow, and I can identify a high performer in less than ten months, either on paper or in an interview due to. Oh, I can’t give it away. I mean, just give it away.
But here’s what I can tell you. It’s a whole pie, right? But there are very specific things that you can ask them. And the number one thing you want to ask them is about their habits. You want to look at their habits. What do these people do day in and day out? And does it exude the kinds of things that tell you they have to signal that they have a mentality that strong lives to do better every single day?
Do they compete with the previous version of themselves when they do not get the kind of result from themselves that they want? Do they care? Do they notice? And more importantly, do they adjust? So that can be a number of different ways, right? Like what’s the typical question? Tell me about a time when things didn’t work out the way that you wanted.
How do high performers communicate failures and wins?
It’s a great question. If you listen to the answer, you can get everything you need from that. If you listen. So you just have to figure out how do they communicate both their failures and their wins, right? With themselves and with other people. Then you find out, okay, what do they excel with them. Right. And then you got to figure out some other pieces.
But those are the most important things. How do they show up for themselves? Because that’s going to be how they show off for you.
“Listen for how candidates talk about their habits, setbacks, and growth. That’s where you’ll find your top performers.”
— Amanda Fisher
Frequently Asked Questions
What is the most important trait to look for in top talent?
Look for candidates who consistently demonstrate self-improvement and adaptability in their daily habits.
How can you tell if someone is a high performer in an interview?
Ask about their habits, how they handle setbacks, and how they communicate both failures and wins.
Why do habits matter when hiring?
Habits reveal a candidate’s mindset, drive, and how they’ll show up for your company every day.
Amanda Fisher
About the Author
Amanda Fisher is the founder and CEO of BJD Performance Group, where she helps organizations align teams, develop leaders, and drive measurable growth using neuroscience-backed, data-driven strategies. With a background in talent development and executive consulting, Amanda specializes in translating assessment data into actionable, people-first solutions—especially during high-pressure transitions like mergers or cultural overhauls. Her approach blends emotional intelligence, communication analysis, and motivation science to build alignment, clarity, and real ROI across industries.
