Hiring the right people is tough. You’ve probably faced the challenge of sifting through résumés, hoping to find that one person who not only has the skills but fits in seamlessly with your team. Even with a thorough process, it’s easy to end up with someone who looks good on paper but doesn’t quite mesh with your company’s culture.
If you’re frustrated with high turnover or just not finding the right fit, it might be time to shift your approach.
By focusing on three key traits—hungry, humble, and smart—you can transform the way you build your team. These traits, outlined in Patrick Lencioni's The Ideal Team Player, have reshaped how companies find people who don’t just look good on paper but thrive in the real world.
In this article, we’ll walk you through what these traits mean, how to spot them, and explain why they’re critical to building a successful, long-term team.
The Hiring Struggle Is Real
Not long ago, we faced a familiar challenge: finding the right people. As a growing business in a professional services industry, we needed individuals who could not only do the job but thrive in a fast-paced, collaborative environment. It became clear that our old approach—relying on gut feelings and hoping for the best—was no longer cutting it.
We needed a better system. That’s when we revamped our hiring process using the principles from The Ideal Team Player. The result? A clear, structured approach that focuses on identifying candidates who are hungry, humble, and smart.
What Makes an Ideal Team Player?
These three traits—hungry, humble, and smart—are what separate average employees from great ones. Here’s what each trait looks like:
1. Hungry
This person is self-motivated, driven to do more, and always looking for ways to contribute. They don’t need constant supervision because they push themselves to achieve. These are the people who show up every day ready to contribute and take ownership. They’re not just looking for a paycheck—they genuinely care about doing the work well.
When evaluating hunger, look for candidates who show initiative and have a track record of going above and beyond.
2. Humble
Humble people aren’t looking for glory, and they don’t think they have all the answers. They don’t need to be the center of attention and are more focused on team success than individual kudos.
Humility doesn’t mean lacking confidence—it’s about having the self-awareness to know when to ask for help or admit when they’re wrong.
3. Smart
No, we’re not talking about book smarts.
Here, smart refers to emotional intelligence—the ability to read a room, understand social dynamics, and work well with others. People who are emotionally smart know how to build relationships, communicate effectively, and adjust their behavior based on the situation.
How to Spot These Traits in Candidates
Identifying these traits in potential hires requires a more deliberate and structured approach to interviewing. Here’s how to incorporate hungry, humble, and smart into your hiring process:
1. Use Consistent Interviewers
One of the biggest changes we made to our process was ensuring consistency. By having the same interview team for every candidate, we can accurately compare how each person performs against the same criteria.
This reduces the chance of biases creeping in and allows us to focus purely on how well candidates match the traits we’re seeking.
2. Start with an Initial Screening
Before a candidate even gets to the full interview stage, we conduct a short screening. This helps us quickly assess whether they align with our core values and gives us a feel for their personality.
It’s also a great opportunity to spot any early red flags before moving them further along the process.
3. Ask Targeted Behavioral Questions
To assess whether a candidate is truly hungry, humble, or smart, you need to ask the right questions—and then really listen to their answers. Here are some examples of how to approach each trait:
Hunger:
“How did you prepare for this interview?” A hungry candidate will have done their research, showing that they’re serious about the role and the company. If they admit they didn’t prepare or give a vague answer, it might be a sign they lack the drive you’re looking for.
Humility:
“Tell me about a project you worked on that you’re particularly proud of.” The key here is to listen for how much credit they give to others. A humble person will acknowledge their team’s contributions rather than focusing solely on their own achievements.
People Smarts:
“What do you do that might annoy others?” This question tests self-awareness. Candidates who can openly discuss their flaws—without being defensive—tend to have strong emotional intelligence and can navigate interpersonal dynamics well.
4. Implement a Multi-Step Interview Process:
Once candidates pass the initial screening, they go through multiple interview rounds, often including a group interview. This allows us to see how they interact with different team members and in various settings. We ask everyone involved to rate the candidates on their level of hunger, humility, and people smarts, ensuring a balanced assessment.
The Results Speak for Themselves
Since adopting this process, we’ve seen dramatic improvements in the quality of our hires. Those who score high in hungry, humble, and smart tend to be the ones who excel in their roles and stick with the company long term. More importantly, they help foster a culture of teamwork and accountability, lifting everyone around them.
By focusing on these three traits, you’re not just filling roles—you’re building a team of individuals who are driven, collaborative, and emotionally intelligent. These are the people who make a real impact on your organization.
The Right People Make All the Difference
Hiring based on hungry, humble, and smart isn’t just about filling vacancies—it’s about finding people who will contribute to your company’s success in the long term. When you focus on these traits, you can build a team that not only works well together but pushes your business forward.
Ready to Find Your Ideal Team Player?
Crafting a stellar job description is your first step to attracting candidates who are hungry, humble, and smart. Learn how to create job postings that resonate with top talent by reading How to Write a Stellar Job Description.
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