Interviewing for Grit

3 Questions to Uncover a Candidate’s Resilience and Determination

I love working with gritty people. The best teammates I’ve ever had displayed a tremendous amount of grit. Every team wants to hire people who have grit, but it can be very difficult to determine from a short candidate interview. I wanted to share my favorite interview questions to test for grit.

Hiring is one of the most challenging and critical responsibilities of any leader. Mastering the art of interviewing is crucial, though it’s only one part of a comprehensive hiring process (I’ll cover reference checks and other aspects in a future post).

For those unfamiliar with the concept, grit, as defined by Angela Duckworth in her book on the topic, is a combination of perseverance and passion for long-term goals. It’s a trait that often distinguishes those who succeed in the face of adversity from those who don’t. If you haven’t read her work yet, I highly recommend it.

1. What is the most challenging thing you have ever accomplished at work?

With this question, you’re looking for more than just someone who shows up and does their job. The ideal candidate has taken on difficult challenges because they were driven to achieve something meaningful. Look for answers that involve learning new skills, driving organizational change, or stepping outside their comfort zone to accomplish something significant. Passion for their work often correlates with their willingness to tackle tough projects.

Be wary of answers like “firing someone” or “layoffs.” While these are undoubtedly hard tasks, they don’t necessarily reflect grit in the context we’re discussing. Grit involves perseverance in a challenging environment over an extended period, not just the ability to handle difficult situations (although an ability to do hard things is good too).

2. Tell me about a project you worked on that failed or didn’t get the outcome you hoped for.

This question gives insight into how a candidate deals with setbacks—a key component of grit. Listen for ownership of the failure, the lessons learned, and what they would do differently in the future. The candidate’s response should reveal a sense of determination and resilience, showing that they can pick themselves up, learn from the experience, and push forward.

Be mindful of candidates who deflect blame or offer vague explanations. Gritty individuals tend to reflect deeply on their failures and view them as opportunities for growth.

3. What is something you are trying to improve or get better at, either personally or professionally?

This is one of my favorite questions because it reveals not only how gritty the person is but also what drives them. Look for genuine enthusiasm and a clear plan for improvement. The best candidates often have long-term goals they’re working toward and can share stories of both setbacks and progress along the way.

If a candidate isn’t trying to improve in any area, it’s a major red flag. After they respond, dig into the details of their plan. Do they have a methodology? Some of the grittiest people I know are passionate about the process of improvement itself. Their diligence and commitment to growth are strong indicators that they’ll continue to develop and apply new skills in the future.

Bonus Question

If the candidate is an individual contributor: What traits do you look for in great teammates?

If the candidate is a leader: What are the most important traits you look for when hiring?

This is a great chance to hear if they also value grit. Do they recognize the value of optimism, determination, and perseverance? Who they want to work with will give you an idea of how they see themselves.

Final Thoughts

Identifying grit during an interview isn’t just about asking the right questions—it’s about listening carefully to the answers and probing deeper when necessary. By focusing on these questions, you can better assess whether a candidate has the perseverance and passion to thrive in your organization.