The workforce is currently flooded with people searching for a job. 

For businesses looking to hire, this influx of options can turn into the lottery. But if you aren't careful, it might land you with a team of employees who don't fit your culture and needs. With the competitive markets fighting for success, who you hire right now could be what makes or breaks your corporation's ability to stay in business and profit.

When looking to hire, here are four values to screen for to build a team of forward-thinking employees.

1. Winning can happen in different ways.

Look for those who want to win but aren't as concerned about how it happens. The how doesn't matter as much as the desire to win. As long as you are hiring ethical people, keeping this mindset will build a team that reaches success instead of simply striving for it. They will be able to set limiting beliefs aside and instead see obstacles as a means to define alternative solutions and routes to getting results.

If you hire someone who is set in their ways and has no room for creative options or ability to see the world through more than one lens, you will find yourself quickly limited in potential.  

Interview question to ask: "Share a time when you did something out of the ordinary to complete a project." 

2. Learning is a habit. 

Employees who show up eager to learn about the industry and gain knowledge in their role are the ones who succeed. Learning new skills, techniques, and methods help keep a business at the top of its game and will incentivize employees to stick around. This desire to learn isn't confined to hard skill sets. Look for candidates who are enthusiastic about learning how to integrate themselves into a team and improve the organization's culture.

Part of learning is the ability to receive feedback and adjust accordingly. If an employee isn't willing to be coached, they are not the right fit. While some people enjoy learning new skills or have a desire to gain knowledge, if that knowledge isn't malleable and flexible it becomes useless.

Interview question to ask: "What is a skill you have recently learned or have been working on? How have you applied it in your life?"

3. Perfection looks different.

Don't shoot for perfect results; shoot for perfection in every moment. While perfection is an admirable goal, if not managed appropriately, it can fast-forward down an analysis paralysis spiral where nothing is ever fully completed.  

Perfection in the moment is what we strive for. The ability to make the best decisions with the information at hand is key to being a great employee. The person who shows up to a problem willing to do the research and contact people for answers, and volunteers to search for new solutions is going to get as close to perfect as possible while making leaps and bounds forward.

This isn't about doing things flippantly; this is about doing everything you can in the moment while understanding and mitigating as much risk as possible.

Interview question to ask: "Would you rather turn in a project on time, 95 percent confident it works, or turn in a project late, 99.99 percent confident it works? Why?"

4. Being a team player is key.

No organization is a one-person show. When hiring individuals, it is vital to recognize who is willing to show up as the best team player possible. You may be faced with hiring someone who is the best individual for the job but doesn't work well with others. That is where limitations begin to set in. 

The reality is, the one who looks to be the best individual for the job doesn't always show up as the best team player, but the best team player will make the best individual hire for your team. 

Interview question to ask: "What position do you play on a team, and how does it impact other positions?"

In the interview room, be sure to look beyond a candidate's hard skill set and experience to learn who they are and how they operate.