When evaluating candidates for any professional role, few competencies are as universally valuable as drive. Drive—that intrinsic motivation to set ambitious goals and persist through challenges to achieve them—is often what separates high performers from average ones. According to research from leadership development experts, drive is a foundational trait that consistently predicts success across industries and roles.

Drive manifests in many ways: proactively seeking solutions, going beyond minimum requirements, showing resilience in the face of setbacks, and demonstrating a consistent pattern of achievement. It's particularly critical in today's business environment where adaptability and self-motivation are essential. For early-career professionals, drive often compensates for limited experience. For seasoned leaders, it fuels innovation and inspires teams.

When interviewing candidates, behavioral questions focused on drive reveal how they've approached challenges, pursued goals, and maintained momentum through difficult periods. These insights help predict how candidates will perform in your organization, especially when faced with obstacles. The key is to listen for specific examples that demonstrate genuine intrinsic motivation rather than external pressure, and to probe for details about how they maintained momentum when things got tough.

Effective behavioral interviews require preparation and a structured approach. The following questions will help you assess a candidate's drive by exploring past situations where they've demonstrated this vital competency. Remember to use these as starting points, then follow up with probing questions to understand the depth and consistency of their drive. By comparing candidates' responses to the same questions, you'll gain meaningful insights for your hiring decisions.

Interview Questions

Tell me about a time when you set a particularly ambitious goal for yourself. How did you go about achieving it?

Areas to Cover:

• The specific goal and why it was considered ambitious
• How the candidate developed their plan to achieve this goal
• Obstacles encountered along the way
• Specific actions taken to overcome these obstacles
• How they maintained motivation throughout the process
• The outcome of their efforts
• What they learned from the experience

Follow-Up Questions:

• What motivated you to set such an ambitious goal in the first place?
• How did you break down this large goal into manageable steps?
• At what point did you find your motivation wavering, and how did you push through?
• How did you measure your progress toward this goal?

Describe a situation where you faced significant resistance or pushback on a project or initiative that was important to you. How did you respond?

Areas to Cover:

• The nature of the project or initiative and why it was important
• The specific resistance or pushback encountered
• The candidate's initial reaction to this resistance
• Strategies used to overcome objections or opposition
• How they maintained momentum despite the challenges
• The ultimate outcome of the situation
• How this experience influenced their approach to future initiatives

Follow-Up Questions:

• What was your initial reaction when you encountered this pushback?
• How did you distinguish between constructive feedback and obstacles to be overcome?
• What kept you motivated to continue despite the resistance?
• How did you bring others along with your vision?

Tell me about a time when you took on additional responsibilities or challenges without being asked. What prompted you to do this?

Areas to Cover:

• The specific context and additional responsibilities taken on
• The candidate's motivation for taking initiative
• How they managed these additional responsibilities alongside existing ones
• Any obstacles encountered while taking on this extra work
• The impact of their initiative on the team or organization
• Recognition or feedback received as a result
• What they gained personally or professionally from the experience

Follow-Up Questions:

• What specifically made you decide to take on these additional responsibilities?
• How did you manage your time and energy with this increased workload?
• How did others respond to your initiative?
• What did you learn about yourself through this experience?

Describe a project or initiative that failed despite your best efforts. How did you respond to this setback?

Areas to Cover:

• The nature of the project and the candidate's role in it
• The specific efforts they made to make it successful
• How and when they realized it was failing
• Their immediate reaction to the failure
• Specific actions taken after the setback
• How they maintained motivation and positive attitude
• Lessons learned and how they applied them to future situations

Follow-Up Questions:

• At what point did you realize things weren't going as planned?
• What was the most challenging aspect of dealing with this failure?
• How did you communicate about the failure with others involved?
• What specific changes did you make in your approach to subsequent projects?

Tell me about a time when you had to persevere through a long, challenging process to achieve an important goal. What kept you motivated?

Areas to Cover:

• The nature of the goal and why it was important
• The specific challenges that made the process difficult
• How the candidate maintained focus over an extended period
• Strategies used to maintain motivation
• How they tracked progress in the absence of immediate results
• The ultimate outcome of their perseverance
• How this experience shaped their approach to long-term goals

Follow-Up Questions:

• What were the moments when you felt like giving up?
• What specific strategies did you use to maintain your motivation?
• How did you celebrate small wins along the way?
• How has this experience influenced how you approach long-term challenges now?

Describe a situation where you identified a problem or opportunity that others hadn't noticed. What actions did you take?

Areas to Cover:

• How they identified the problem or opportunity
• What prompted them to take notice when others hadn't
• The specific actions taken to address it
• Any resistance encountered when bringing it to others' attention
• Resources or support needed to address the situation
• The outcome of their initiative
• How the experience demonstrates their proactive mindset

Follow-Up Questions:

• What specific observations led you to identify this issue?
• How did you validate your initial assessment before taking action?
• How did you convince others of the importance of addressing this?
• What might have happened if you hadn't taken the initiative to address this?

Tell me about a time when you had to learn a new skill or technology quickly to accomplish an important task. How did you approach this challenge?

Areas to Cover:

• The specific skill or technology that needed to be learned
• The timeline and pressure involved
• The candidate's learning strategy and resources utilized
• Obstacles encountered during the learning process
• How they applied the newly acquired knowledge
• The outcome of the task or project
• What this experience reveals about their approach to growth and development

Follow-Up Questions:

• What was most challenging about mastering this new skill under pressure?
• How did you prioritize what aspects of the skill were most important to learn first?
• What resources did you find most helpful in your learning process?
• How has this experience influenced your approach to learning new skills?

Describe a time when you went significantly above and beyond what was expected of you in your role. What motivated you to put in this extra effort?

Areas to Cover:

• The specific situation and standard expectations
• What "above and beyond" looked like in this context
• The candidate's intrinsic motivation for exceeding expectations
• Challenges faced while delivering exceptional work
• How they managed any additional time or resource commitments
• The impact of their extraordinary effort
• Recognition or feedback received as a result

Follow-Up Questions:

• What specifically motivated you to exceed expectations in this instance?
• How did you manage the additional workload or pressure?
• Did others notice your extra effort, and how did they respond?
• In what other situations have you demonstrated this level of commitment?

Tell me about a professional or personal goal that took you a long time to achieve. How did you stay focused and motivated throughout the journey?

Areas to Cover:

• The specific goal and its significance to the candidate
• The timeline and challenges involved
• Strategies used to maintain focus over the extended period
• How they handled moments of doubt or fatigue
• Adjustments made to their approach along the way
• The final outcome and its impact
• Key lessons learned about sustaining long-term motivation

Follow-Up Questions:

• How did you break this long-term goal into manageable milestones?
• What kept you going during periods when progress was slow or not visible?
• How did you celebrate progress or milestones along the way?
• What did you learn about yourself through this process?

Describe a situation where you received negative feedback or faced criticism. How did you respond, and what actions did you take afterward?

Areas to Cover:

• The context in which the feedback was received
• The nature of the criticism and initial reaction
• How the candidate processed the feedback
• Specific actions taken to address the criticism
• How they maintained motivation despite the setback
• The ultimate outcome and growth from the experience
• Changes in approach resulting from this feedback

Follow-Up Questions:

• What was your initial reaction to this criticism?
• How did you determine which aspects of the feedback to focus on?
• What specific steps did you take to improve after receiving this feedback?
• How has this experience changed your approach to receiving feedback?

Tell me about a time when you had competing priorities and limited resources. How did you determine where to focus your energy?

Areas to Cover:

• The specific situation and competing demands
• The resource constraints faced
• The candidate's process for evaluating priorities
• Criteria used to make decisions about resource allocation
• How they communicated these decisions to stakeholders
• The outcome of their prioritization decisions
• What this reveals about their decision-making under pressure

Follow-Up Questions:

• What specific criteria did you use to determine your priorities?
• How did you communicate your decisions to others who might have been affected?
• Were there any priorities you had to sacrifice, and how did you handle that?
• Looking back, would you make the same decisions again? Why or why not?

Describe a time when you had to motivate yourself to complete a tedious or unexciting task that was nevertheless important. How did you approach it?

Areas to Cover:

• The specific task and why it was important despite being unexciting
• The candidate's initial feelings about the task
• Strategies used to find motivation
• How they maintained focus and quality despite lack of intrinsic interest
• Any creative approaches used to make the task more engaging
• The final outcome and quality of work
• What this reveals about their ability to self-motivate

Follow-Up Questions:

• How did you reframe this task in your mind to find motivation?
• What specific techniques did you use to maintain focus?
• How did you ensure quality work despite your lack of enthusiasm?
• How do you generally approach necessary but unexciting tasks?

Tell me about a time when you saw an opportunity to improve a process or system. What steps did you take to implement the improvement?

Areas to Cover:

• How they identified the opportunity for improvement
• Their analysis of the current process and its shortcomings
• Steps taken to develop an improved solution
• How they advocated for the change
• Challenges encountered during implementation
• The impact of the improvement
• How this demonstrates their proactive approach and drive

Follow-Up Questions:

• What specifically made you notice this opportunity for improvement?
• How did you build support for your proposed changes?
• What obstacles did you encounter, and how did you overcome them?
• What was the measurable impact of your improvement?

Describe a situation where you continued to pursue a goal despite numerous rejections or setbacks. What kept you going?

Areas to Cover:

• The specific goal and its importance to the candidate
• The nature and frequency of rejections or setbacks
• Their emotional response to these challenges
• Specific strategies used to maintain determination
• Any adjustments made to their approach over time
• The ultimate outcome of their persistence
• What this reveals about their resilience and drive

Follow-Up Questions:

• At what point did you feel most discouraged, and how did you overcome that feeling?
• Did you modify your approach after experiencing setbacks? How?
• What specific thought processes or self-talk helped you persist?
• What would you tell someone else facing similar rejections?

Tell me about a time when you set and achieved a stretching personal development goal. What motivated you to focus on this area?

Areas to Cover:

• The specific development goal and why it was important
• How they identified this as an area for growth
• Their plan for development and resources utilized
• Challenges encountered during the learning process
• How they measured progress and success
• The impact of achieving this development goal
• How this demonstrates their commitment to continuous improvement

Follow-Up Questions:

• What prompted you to focus on this particular development area?
• How did you hold yourself accountable for making progress?
• What was most challenging about pursuing this development goal?
• How has achieving this goal impacted your professional or personal life?

Frequently Asked Questions

How can I tell if a candidate has genuine drive versus just preparing good interview answers?

Focus on the specifics and emotions in their responses. Candidates with genuine drive will easily provide detailed examples, explain their internal thought processes during challenges, and show authentic emotion when discussing their motivations. Also, look for patterns across multiple questions—true drive is consistent and appears in various contexts, not just in one polished story.

Should I look for different drive indicators in junior versus senior candidates?

Yes. For junior candidates, focus on their personal drive and how they've tackled individual challenges or learning opportunities. For senior candidates, look for both personal drive and how they've cultivated it in others. Senior professionals should demonstrate how their drive has evolved to include motivating teams and creating environments where others can excel.

How many of these drive questions should I include in an interview?

Select 3-4 questions that are most relevant to your specific role and organization, rather than trying to cover all aspects of drive. This allows time for thorough follow-up questioning, which is often where the most valuable insights emerge. Remember that quality beats quantity in behavioral interviewing.

What red flags should I watch for when assessing drive?

Be cautious if candidates: 1) Can only discuss drive when externally motivated (bonuses, recognition); 2) Show drive that comes at the expense of others or team goals; 3) Demonstrate drive only in areas they personally enjoy, with no examples of persevering through necessary but unexciting tasks; or 4) Can't provide specific examples of overcoming significant obstacles.

How does drive relate to other key competencies like adaptability or teamwork?

Drive often amplifies other competencies. For example, highly driven candidates tend to adapt more quickly because they're motivated to overcome new challenges. However, drive must be balanced—candidates whose drive lacks self-awareness or teamwork orientation might create friction. Look for candidates who demonstrate drive while still collaborating effectively and remaining open to feedback.

Interested in a full interview guide with drive as a key competency? Sign up for Yardstick and build it for free.

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