Hiring for Passion

Top-performing individuals need not be told that a position won’t be enough to keep them interested. As top-performers, they will be able to make the right decisions about what kinds of positions are right for them. Not to mention – why wouldn’t an organization want the creme-de-la-creme for any position they’re trying to fill? A recent article from TLNT.com author Ron Thomas addresses this very predicament.

The right candidate for any given position must fit the criteria and the culture of the organization, this is the key to finding the right new-hire. Look at and beyond the stereotype of candidate for the job – sometimes that won’t be the right person for the job. Looking beyond the stereotype may include looking beyond appearance or parts of an individual’s past.

Never value physical appearance when hiring, whether it be the visual presence or the resume, over inner passion. It is the inner passion and drive that hiring managers should be on the lookout for. That little nugget of inner passion is the game changer.

Another quality worthy of hiring for: the aspirational level of the job. Just because a position entails duties a, b, and c in the present doesn’t mean that that is all the position can aspire to. What can this person do for the job in the future? How can he or she enhance the value of this position? Where does the company want this position to be in the future? Passion is they key that will propel the right candidate to fill a position within your organization.

Passion is the driving force that catapults us forward even when our motive, intellect, and character are called into question.

Finding the right candidate for the job is always the goal – let stereotypes be less of a prerequisite and passion be the driving force for your organization’s hiring managers. Click here to read the full article.

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