If you’ve worked as an HR manager for any length of time, you understand that everyone who works for a company isn’t built the same. Just because someone shows up for work on time, punches a clock, does their job adequately and shows up for a few work-related social functions doesn’t mean that they’re an asset to your organization.
For some organizations, finding people with this type of drive is challenging. However, passionate candidates are easier to spot than you might think.
Excitement is Not Always the Key Indicator
You have to take into account that the potential candidate might simply be excited about landing a job, and not excited about your company. Excitement is great. However, you want to look for other qualities. Here are 2 simple ways to recruit passionate people.
1. Ask the Right Interview Questions
Completing this simple step is probably one of the best ways to find top talent. You want to ask your potential hires general interview questions, yes, because those define whether the candidate has the skills and experience to do the job. However, you also want to ask questions like:
- What do you think the future holds for the previous company you worked for?
- What do you feel the previous company you worked for will look like in the next 5 years, 10 years, 20 years?
- Why do you feel this way?
- What do you think the future holds for our organization?
- What do you feel our organization will look like in the next 5 years, 10 years, 20 years?
- Why do you feel this way?
If a candidate can adequately answer these questions, it shows that they cared about or at least understood the previous business structure they worked under, and to what level they cared about or understood it. Curiosity and understanding, (or lack thereof), are key indicators of passion or lack thereof. The same applies to the potential hire’s curiosity and understanding of your organization
2. Employee Referrals are Often Better than Cold Hires
The key to turning employee referrals into dream hires is not to give immediate cash incentives away. You want your employees to encourage people who are a good fit for your company culture to join your team for pure reasons. If they’re motivated by a $100 bonus that week, they might introduce you to an underemployed friend simply looking for a higher paying job and not the star candidate you need to help your brand to grow.
Though it is important to reward employees for referrals, those rewards shouldn’t reach serious cash levels until the employee has referred at least 3 or more truly valuable employees. Otherwise, you might find yourself hiring mostly un-passionate people. For the first few referrals you might want to just give out smaller gift certificates and prizes, worth less than $50.
Why Make the Effort?
In essence, hiring passionate employees is key if you want to move your company forward. If you’re trying to grow your brand, why not make sure your staff is there for the right reasons?
Contact us at Belmero today. We can help you stabilize your business processes, make your business run more efficiently and take your company and brand to the next level.
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