Smart leaders still make bad hires because they skip upfront clarity—failing to define observable success for the role—then rely on general interview questions and are swayed by likability/confidence. In this episode, your host Suzie Price, discusses the fixes.

TOP 3 TAKEAWAYS

• 1. Define success first. Identify the observable, day-to-day behaviors the role requires before interviewing.

• 2. Anchor interviews to those priorities. Create behavioral questions tied to the top 3–5 Superior Performance Attributes.
• 3. Don't confuse likability with fit. Evaluate competence against the defined attributes, not just confidence or rapport.

KEY QUOTES

• - "Confidence is not competence, connection is not capability."
• - "Define what success looks like in this role five days a week, not in theory, not in a job posting, but in real observable behavior."
• - "Ask yourself, what are the top three to five things this person must do well every single day to be successful?"
• - "Good questions don't work if they're not anchored to something specific to your role at this time in this company, in your position, in your team."
• - "They slow down before they speed up."

PRACTICAL APPLICATION

• - Define 3–5 daily must-dos for the role (observable behaviors).
• - Build a simple scorecard with those attributes and 1–5 anchors.
• - Write 1–2 STAR behavioral questions per attribute and ask the same to all finalists.
• - Assign interviewers to evaluate specific attributes and use the scorecard in debriefs.
• - Add a short work-sample or situational task tied to the top attribute.
• - Create 30/60/90 outcomes linked to the attributes and review early.

ABOUT THE HOST

Suzie Price is the founder of Priceless Professional Development and host of the Wake Up Eager Workforce Podcast. For more than 20 years, she has helped leaders and organizations improve hiring, communication, and performance through the practical application of behavioral science, personal development, and the TriMetrix assessment suite.