Can You Measure Passion in Candidates In Interviews?

Can You Measure Passion in Candidates In Interviews?

You want candidates who are passionate about what they do for a
living, don’t you?

Of course you do. But passion for a profession is tough to get a
grip on. And like most subjective things, there’s a whole lot of bulls**t going
on in the world related to determining whether someone has passion for what
they do.

But the need persists. You can find out whether the people you
are interviewing have passion for what they do (or are simply paying the bills)
through some of the following interview strategies:

1. Ask candidates how they stay up to date in their field.
 
If you
see a glut of reliance on professional training and formal activities that
happen in company time, you’re probably not dealing with passion. Pro tip – if
they give you a source they invest time in, dig into the last meaningful thing
they got from it. As at least 5 questions – let’s see how deep the person in
front of you actually is.

2. Ask a candidate to give you a big question in their field
they’d like to solve and why. 
Ask them what they’ve done related to starting to figure out the
answer. Probe hard on the answers they give.  See any creativity? You
might have passion. See lots of glittering generalities? That’s fake passion.

3. Ask a candidate how they find others in their profession to
connect with, and how often they connect with others in their field outside
their company.

What do they talk about? What type of information is exchanged?
How have those connections helped them?

4. Ask Motivational Fit questions – When have your
been most satisfied in your work at Company X?  Least Satisfied? If the
answers show a consistent theme of talking about BS factors rather than a clear
line towards being able to do interesting work related to their field, it’s
hard to project them as passionate in their field.

And no Skippy – passion for something that’s not work related
doesn’t count for you as an interviewer – it’s nice to know you run marathons,
but it has no impact on things that emulate from passion for the profession –
continuous improvement, innovation, etc. It does tell me you’re not going to
cost a lot for healthcare, though.  Thanks!

Start asking questions that give you line of sight for
professional passion on your candidates. No fake passion or passion that
doesn’t produce results.

Or
just keep looking for people that want to make the donuts and go home.

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