In an ideal world, work would be more about passion than need. Employees who find their calling at work have the chance to experience true satisfaction and can also greatly enhance their company’s performance. Additionally, the task they accomplish with enthusiasm needs to be significant in order to boost their self-esteem and personality. Working without passion is like breathing without oxygen, so anytime a company conducts talent acquisition, the first and most important step that must be taken is to evaluate the candidate’s level of passion. To ensure that every minute spent on hiring is worthwhile, a firm must also have a better understanding of the percentage of passionate individuals that fulfill the requirements.
Interviewing candidates that have a strong resume and relevant work experience but lack passion may occur occasionally, which can be difficult and leave HR feeling dissatisfied. So, how do you respond to such a circumstance? How can you gauge the candidates’ level of enthusiasm? “Passion is the energy that comes out when you focus on what interests you,” Oprah Winfrey stated, and she was right. The top 4 outward indicators of a candidate’s level of passion are listed below.
1) Examine their level of zeal
You can tell right away whether an applicant is eager to attend the interview or not as they walk into the interview room. To start, assess the person’s level of enthusiasm and determine whether they are pleased with the opportunity. This can be done by just observing the interviewee’s demeanor and manner of question-answering.
An applicant may be interested in the job opportunity if they show up for the interview with enthusiasm and a positive attitude. Simply ask them questions about their jobs and watch how they respond. Ask questions that connect with their energy, passion, and the role they are willing to accept. For instance, you could inquire about “What is vital to you in your new role?” or “Tell me about your ideal position.”
2) Consider professional development objectives.
You can inquire about the candidate’s professional growth objectives to determine
whether they have a passion for the position. “How will you manage your role here differently if you were hired?” is a smart question to ask a candidate. It is a sign that a candidate is not growth-oriented if the applicant’s response offers no hints to anything greater than what he or she can provide right now. People who are passionate about something always look for methods to improve themselves and their lives.
3) Discover their interests and hobbies.
Consider a candidate’s hobbies while interviewing them for particular employment. When they are not working, ask them what they enjoy doing in their free time. When describing or demonstrating what they enjoy doing, both at work and in their free time, passionate people exhibit considerable excitement. People without hobbies are probably not particularly passionate. Additionally, they might be unable to provide the diversity you seek.
4) Evaluate their self-development efforts.
A person who is passionate about something is never content with where they are and is constantly looking for new chances. This implies that they will constantly work to advance their knowledge, skill set, and developmental objectives. They are more eager to spend time and money honing their skill sets and enhancing their marketable knowledge. You may easily build SMART goals for the candidate by asking about their most recent talent or what they are doing right now to advance themselves. This will help you determine whether the person is driven and focused on professional objectives.
Employers should keep an eye out for essential personal characteristics like passion. A motivated worker will put in a lot of effort to guarantee that the organization’s business goals, objectives, and Key Results are met. This means that if you employ the correct people who are passionate about their work, you will be able to turn a profit. Additionally, motivated individuals search for original approaches to create a successful business plan employing KPIs and other metric indicators that aid in achieving goals with quantifiable outcomes.
Passion alters how we perform our jobs. Without enthusiasm, you cannot produce craftsman-quality work. And if you carefully select each employee with passion in mind, you won’t ever experience buyer’s regret or, more accurately, the hirer’s remorse. Not at all; it won’t be simple. Before you find a candidate who is as passionate about the position you are offering as you are about recruiting a passionate individual, you’re going to have to sift through a lot of applicants. However, it will be worthwhile, and you won’t ever want to do it another way!