Over 250 collegiate players heard their names called during the NFL Draft — a dream come true for each.

They were selected with no actual say in their destination, instead earning their roster spot by their past performances, the interview process, and mental and physical tests.

So what separates the teams that hire well from the ones that struggle?

It’s really the same problem that occurs when leaders of an organization enter any hiring process: They search for sheer talent without understanding fit or the traits needed to be successful.

They search outside in, not inside out, and find talent that doesn’t fit the position or perhaps even the larger organizational culture. Finding talent is never actually about selecting; it’s all about eliminating.

Berkshire Hathaway Chairman Charlie Munger believes you must hire someone with a high-level IQ, but doesn’t think that’s enough. The person has to crave to learn, to believe others can help him/her grow, and ask great questions.

Munger avoids smart people who believe they are smarter than their scores, who believe they have all the answers.

What Munger wants and what NFL teams want are the same thing — talented people who work like overachievers. New England Patriots Head Coach Bill Belichick believes “Talent sets the floor; character sets the ceiling.” When talent has an “overachiever” mentality, it becomes unstoppable.

So what is an overachiever? Overachievers are talented, but they don’t view themselves as such. They don’t rely on their skills to succeed; rather, they believe their work ethic makes them successful.

They have the competitive stamina gene to work every single day to be the best. Kobe Bryant, Michael Jordan and Tom Brady are all overachievers. They combine work habits with talent and reach levels few can.

They are demanding of themselves to chase perfection. They believe their work is never the best — even when being praised. They have an internal “get better” drive that never turns off.

Of the players drafted, those who will be successful in the draft won’t be the ones with the most talent. Rather, they’ll be the ones who combine that talent with an overachieving, overreaching appetite for success.

How can we find these types of players? It’s not hard to closely examine their past and study their behaviors. We shouldn’t fool ourselves into believing we can change them.

And most importantly, don’t lie to yourself.

In three years, we will know the overachievers from this draft — and for us as leaders, knowing them beforehand is the key to our hiring.