Two posts by Big-Time Gurus recently addressed the same point.
1. Tom Peters:
I remain amazed.
2. Seth Godin (read the post to get context)
Sure, she was an annoying nut. But she was passionate about containers, certainly. Smart hiring goes a long way.
Duh, you say? Yet how many businesses really hire people because they’ll be pleasant, chatty, informed, and PASSIONATE (specifically about your core offering)?
Years ago, I was interviewed for a position with a publisher. In my final interview, the VP asked me if I was passionate about books. I paused and honestly answered, “No.” That one question kept me from getting the job. Ironically, I’ve developed a passion for books since then.
No. Wait. That one ANSWER kept me from getting the job. The question really left it up to me to be honest, since I knew the answer he wanted to hear.
What if he asked me something different:
“What books are you currently reading? What are your all-time favorites?”
“Here’s our catalog. Circle the books you would like for free. We’ll give them to you.”
Does your interview process answer these two questions:
What passion do we need our people to possess?
How do we discover whether that passion is in a person?