I was pleased to read Ray Williams post in a recent edition of the Financial Post, “Passion is pointer to the right candidate” (http://bit.ly/i7I8Jj).
His post resonated with me since I had written on a similar topic after reading Zilch by Nancy Lublin (http://wp.me/pYHt6-3Y).
Typical hiring practices are structured to include assessments, standard interview questions and scenario discussions. Malcolm Gladwell, author of Most Likely to Succeed, would argue that the only thing that predicts success is actual success on the job.
Peter Bregman, writing for the Harvard Business Review, believes the key interview question lies earlier in life — what were you passionate about as a kid?
More pertinent follow-up questions might be, “what do you do in your spare time?” or “what are your extracurricular interests?”
Nancy Lublin might ask, “what are you passionate about and how does that relate to this job?”
The content of the responses to these questions, as well as the emotion and passion in the response will tell you a lot about whether or not the person responding is the right person for the job.
Do you hire for experience or passion?