“My mother said to me, ‘If you become a soldier, you’ll be a general, if you become a monk you’ll end up as the pope.’ Instead, I became a painter and wound up as Picasso.” – Pablo Picasso
Resumes and online applications do wonders for delineating a skill set or two along with some quality training acquired at a candidate’s last place of employment. Background checks validate their employment history and criminal records. What about career passion?
Of course, candidates will always say they are “passionate” and “driven” during interviews. However, because applicants start practicing for their interviews as soon as they apply, you can’t really know how truthful they are until after you’ve hired them. Deloitte found that passionate workers – or “explorers” in the study’s terms – are 17 percent of those in management positions. So, then, how can you look for those candidates who are truly passionate for their job?
Passions in Passionate Candidates
This doesn’t mean candidates should follow their career passion, like their mothers told them all of their lives. Sebastian Klein suggests that job seekers shouldn’t do what they love, but rather learn to love what they do. Following their passions however, can help them land a job. Speaking about their personal passion — be it rockhounding in forest creeks or photography — can shed light on their cultural fit. Considering 43 percent of HR professionals believe cultural fit is one of the most important qualities in a candidate, hiring a well-rounded individual can play a part in the success of a new hire. Well-rounded employees demonstrate leadership potential and an interest in maintaining personal development as well as professional advancement. Shelley Hood, information technology independent consultant, says,
“After many years of leading an entrepreneurial company I was able to witness firsthand the magic of passion. It truly is amazing what people can accomplish when they’re allowed to walk through the door and be themselves: happy; excited; angry or frustrated. Human juices flowing.”
Millennials look for jobs that stimulate their passions, however unrealistic that notion might be. It’s not just millennials, though. Although the feeling of responsibility used to fuel the need for employment, fresh graduates are now more inclined to work for companies that help to fuel their passions in and outside of work. Companies that don’t necessarily inspire employees to follow their personal and professional passions tend to have retention problems. Knowing what is important to your employees will help keep them inspired at work and increase employee engagement.
Originally posted on Recruiter.com