The Daily CHEW™
Moving God’s Love from Head to Heart for Christian Professionals
You’re sitting across from a strong candidate. Resume looks great. They say all the right things. But will they actually perform, or just interview well? Hiring the wrong person costs up to 400% of their salary and 6-12 months of productivity loss—yet 50% of hiring managers admit they can’t distinguish top performers from skilled interviewers. For Christian leaders tasked with stewarding teams well, discerning true high performers requires wisdom, prayer, and evidence-based questions that reveal character, drive, and the capacity for sustained excellence.
Client Scenario
Sarah, a healthcare director, needs an operations manager. She’s burned before by candidates who impressed in interviews but underperformed on the job. She prays for discernment: “Lord, help me see not just skills, but heart, character, and potential. Give me wisdom to ask the right questions and recognize Your gifts in this person.”
Gospel Insight: Stewarding Hiring as an Act of Worship
God works transformation through faithful stewardship—including whom we invite onto our teams. “As each has received a gift, use it to serve one another, as good stewards of God’s varied grace” (1 Peter 4:10, ESV). Identifying high performers isn’t just about productivity—it’s about discerning how God has uniquely gifted someone and whether they’ll steward those gifts with humility, resilience, and a servant’s heart.
Surprise: High performers aren’t perfectionists or workaholics—they’re resilient learners who consistently exceed expectations, embrace feedback, and thrive under pressure without burning out. Research shows 69% of managers say adaptability is the most important soft skill, and high-quality leaders make companies 30% more likely to outperform competitors. The key? Asking the right behavioral questions that reveal not just what candidates say, but how they think, recover, and grow.
Let’s CHEW on this right now.
CHEW On This™ in 3–5 Minutes
- Confess (C): “Father, I confess I sometimes rely on gut feeling or charm instead of seeking Your wisdom and asking discerning questions. I need Your help to see candidates as You see them.”
- Hear (H): “Father, what Scripture do You want me to wrestle with right now?”
“As each has received a gift, use it to serve one another, as good stewards of God’s varied grace.” (1 Peter 4:10, ESV)
“The Lord does not look at the things people look at. People look at the outward appearance, but the Lord looks at the heart.” (1 Samuel 16:7, ESV)
God calls leaders to look deeper than resumes and rehearsed answers—to discern character, resilience, and Spirit-led giftedness. - Exchange (E): “If I really believed God’s love is wise, discerning, and faithful to guide my hiring decisions, how would that change my anxiety about making the wrong hire or relying only on interview performance?”
Today, I give You my fear of hiring mistakes and receive Your wisdom to ask probing questions and trust the Spirit’s guidance. - Walk (W): “Holy Spirit, guide me to the next step that pleases You.”
Here’s the step: Prepare 5-7 behavioral interview questions that reveal adaptability, growth mindset, coachability, and resilience. Pray before each interview for discernment.
How to Identify High Performers in Interviews: Evidence-Based Signs
1. Preparation and Research
High performers come prepared—they’ve researched your company, understand the role, and ask insightful questions.
- Green flags: Tailored responses to your company’s mission, specific questions about team dynamics or company challenges, enthusiasm that feels genuine
- What to ask: “What do you know about our company culture? What excites you most about this role?”
2. Consistency Between Resume and Answers
Their stories align with their resume, showcasing a clear trajectory of growth and achievement.
- Red flag: Inconsistencies, vague answers, or inability to provide specifics
- What to ask: “Walk me through your resume and highlight the projects you’re most proud of.”
3. Demonstrates Passion and Initiative
High performers light up when discussing work they care about.
- What to ask:“Describe a successful project you were particularly passionate about. How did you maintain enthusiasm throughout?”
- Listen for: Sustained commitment, overcoming obstacles, measurable impact
4. Growth Mindset and Continuous Learning
Top performers actively seek feedback and pursue skill development.
- What to ask:
- “What skills are you hoping to develop in the next five years?”
- “Tell me about a time you received coaching or critical feedback. How did you grow from it?”
- Listen for: Specific examples, openness to correction, evidence of applying feedback
5. Self-Management and Organizational Skills
High performers have systems to manage workload independently.
- What to ask:“How do you manage your tasks on a project? What organizational techniques do you use?”
- Listen for: Clear structure (calendar, lists, prioritization), proactive planning, minimal need for micromanagement
6. Adaptability Under Pressure
69% of managers say adaptability is the most important soft skill—high performers thrive in changing environments.
- What to ask:
- “Tell me about a time when you were asked to do something you’d never done before. How did you react?”
- “Describe a situation where a project dramatically shifted directions at the last minute. What did you do?”
- Listen for: Calm problem-solving, resourcefulness, positive attitude despite uncertainty
7. Handles Setbacks and Missed Deadlines Maturely
High performers own mistakes and focus on solutions.
- What to ask:“Tell me about a time you missed a deadline. How did you communicate with stakeholders and ensure it wouldn’t happen again?”
- Listen for: Accountability, proactive communication, corrective action
8. Exceeds Expectations Consistently
Top performers don’t just meet goals—they surpass them.
- What to ask:“Can you describe a time when you exceeded expectations at work? What drove you to go above and beyond?”
- Listen for: Self-motivation, pride in work, tangible results
9. Asks Insightful Questions
Exceptional candidates demonstrate curiosity and strategic thinking through their questions.
- Green flag: Questions about team dynamics, company growth, challenges, or how success is measured
- Red flag: No questions, or only asking about salary/benefits
10. Positive Attitude and Team Collaboration
High performers speak well of past employers and teammates.
- Red flag: Bad-mouthing former bosses or blaming others for failures
- What to ask:“Tell me about a time you worked with a difficult team member. How did you handle it?”
- Listen for: Empathy, conflict resolution, focus on solutions
11. High Risk Tolerance and Confidence
Top performers are willing to ask for forgiveness rather than permission—they take calculated risks.
- What to ask:“Are you more likely to ask for forgiveness or permission?”
- High performers typically answer: “Forgiveness—I trust my judgment and act decisively.”
12. Measures Their Own Success
High performers set personal benchmarks and self-assess regularly.
- What to ask:“How do you measure your own performance and success in your role?”
- Listen for: Clear metrics, personal goals, self-discipline
Worship Invitation
Thank God today for the people He’s placed in your path and for the wisdom to discern their gifts. Worship Him by stewarding hiring decisions with prayer, humility, and trust in His guidance.
Community + Resources
Practice with others
Want More? The Daily CHEW™ | Make CHEWing a daily rhythm
- Organizational Consulting: Building Gospel-Centered Teams
- Stewardship and Leadership in Christ
- Personal Consulting for Strategic Clarity
Every step remains prayerful and relational—God is the active subject, we receive and respond. Hiring high performers requires discernment, prayer, and evidence-based questions that reveal character, resilience, and coachability. Join a CHEW group, share your leadership wins and struggles, and let gospel rhythms shape every hiring decision.
With you on the journey,
Ryan
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