Why Employee Interviews and Performance Reviews Often Lead to Underperformance

Recently, I took a quick scroll through one of the major online job posting sites. I picked a few positions and skimmed through the ads. Have you done this, too? Did you notice the same glaring issue I did? They all look the same! There's nothing unique, differentiating, or specific to the role or the company’s true needs. Most focus on basic skills, setting a very low bar.

From your perspective, it may seem like there’s no one out there to hire. But I see it differently. Out of your entire community, you only need one person who’s the right fit. That shift in perspective is key.

Here’s the bigger problem: job postings and interviews often fail to focus on the traits that actually drive success. Instead, they center around tasks and skills that anyone can list on a resume. This misstep can lead to hiring the wrong people—or putting the right people in the wrong roles.

Here are three critical traits that are often overlooked in job ads, interviews, and even performance reviews:

1. Work Ethic

Work ethic isn’t something you can train. It’s intrinsic to the individual. Some people show up to collect a paycheck, while others are looking for a career—a place to invest themselves and grow. Those who treat their role as just another job will deliver average results, at best. But a career-oriented individual brings passion, drive, and commitment.

In interviews, listen carefully for signs of intrinsic motivation. Ask open-ended questions like, “Tell me about a time you went above and beyond in your previous role.” Their answer will reveal whether they view work as a duty or an opportunity to excel.

2. Sense of Urgency

A sense of urgency can make or break your practice. This trait determines whether someone notices issues like holes in the schedule or overdue accounts receivable and takes immediate action to resolve them—or if they’re comfortable letting problems linger.

A high sense of urgency correlates with ownership and accountability. During interviews, ask candidates how they’ve handled time-sensitive situations or resolved bottlenecks. Better yet, include scenarios in working interviews to see their decision-making in action.

3. Critical Thinking Skills

The ability to think critically is essential for problem-solving, especially in fast-paced environments. You need team members who can assess challenges and devise solutions independently.

Here’s the good news: critical thinkers are out there. If someone can figure out how to make and post videos on Instagram, they can also navigate your software or troubleshoot an operational issue. The key is to assess their ability to adapt and learn during the hiring process.

Ask questions like, “If X happens, how would you handle it?” Observe their thought process. Give them opportunities to apply their skills in practical scenarios.

Changing the Trajectory of Your Team

Hiring and performance reviews often fail because they focus too much on surface-level skills instead of deeper qualities like work ethic, urgency, and critical thinking. By incorporating these traits into your hiring and evaluation processes, you’ll build a team that’s aligned with your goals—and capable of driving exceptional results.

Will this change the trajectory of your practice? If done right, absolutely.