How do you assess the commitment profile of your potential hires?

1 Use multiple sources

Don't rely on just one method or tool to measure commitment. Use a combination of interviews, tests, surveys, and references to get a holistic picture of the candidate's attitudes, behaviors, and motivations. For example, you can ask them about their career goals, their reasons for applying, their expectations from the organization, and their previous experiences with commitment. You can also use validated instruments such as the Organizational Commitment Questionnaire or the Three-Component Model of Commitment to assess their affective, normative, and continuance commitment.

3 Consider diversity

While alignment is important, it doesn't mean that you should look for clones or carbon copies of your existing employees. Having a diverse commitment profile can benefit your organization by bringing in different perspectives, skills, and experiences. You can leverage this diversity by recognizing and rewarding different types of commitment, such as loyalty, involvement, contribution, or advocacy. You can also foster a culture of inclusion, respect, and collaboration that values and supports different forms of commitment.

4 Ask for feedback

Another way to assess the commitment profile of your potential hires is to ask for feedback from others who are involved in the hiring process. This can include your colleagues, managers, peers, or mentors who have interacted with the candidates or reviewed their applications. You can solicit their opinions, impressions, and recommendations on the candidates' commitment levels and styles. You can also compare and contrast their feedback with your own observations and assessments.

5 Monitor changes

Finally, remember that commitment is not a static or fixed trait. It can change over time due to various factors, such as personal circumstances, organizational changes, career opportunities, or life events. Therefore, you should monitor the changes in the commitment profile of your potential hires throughout the hiring process and beyond. You can do this by following up with them regularly, updating them on the status of their application, addressing their concerns or questions, and providing them with relevant information and resources.