How can you identify candidates who are truly passionate about the job?

Candidate pro-active response and follow up starting from screening round shows his/her interests in job. Additionally a well research and detailed answer around how contribution for organization using his/her technical skills gives an overview of his interests in job .

While evaluating candidates, there are certain ways that we can check on their inclination: 1. How well do they prepare and do their homework on the company and profile tells a lot about their interest. 2. Their questions in the interview, for example, someone asking about the benchmark of performance, road map, and scope of growth in the role. 3. The effort and energy they bring in for the interview. The effort here means a lot around being prepared and presentable, their body language etc. 4. While we ask some situational-based questions to these Candidates, they will always come up with great problem-solving capabilities as their passion makes them create a positive approach to see things as possible and achievable.

We can gauge their passion and confidence by how they explain their achievements or talk about their interests, if they maintain eye contact with you or if they seem restless during the interview. If they seem excited and engaged, they may be a good candidate for company.

In my experience, the candidates who research about the company, customize their job applications, show enthusiasm during discussions, express themselves honestly, are curious about the role, team, company and ask questions on long term career goals are truly passionate about the job. They are proactive and have clear understanding of how they can contribute to the company. Most of the times, genuine and interested candidates email expressing their interest, gratitude, and reiterates their excitement about the position indicates genuine passion.

In my opinion, * Connect with candidate and understand them personally. * What matters to them and their family? * What are they expecting from an employer? * What they like and dislike about their profession? and most importantly - * What can they bringforth to a new workplace which is not a part of Job Desciption. Communication and Listening is the Key

Competency-based hiring can eliminate bias in the hiring process. When hiring decisions are not based on evidence, organizations lose out on talented and diverse staff, perpetuating inequity. Competency-based hiring fosters a more equitable and effective interview experience, ensuring that candidates feel they have been given a fair shot. By defining and evaluating candidates based on values alignment, organizations can move beyond the vague concept of "cultural fit" and make more objective hiring decisions. Competency-based hiring also strengthens an organization's employer brand, making it more attractive to top talent.

I would focus on cases and scenarios where the candidate had to go above and beyond to achieve the result. Understanding the motivation behind it would help to discover insights about candidate drive and true interest in their job. Focus on personal initiatives and commitments.

Asking competency-based questions will give you an idea of what a person has done, but it's exclusionary for those who have the skill but haven't done that exact job previously. I prefer skill-based questions with a focus on what a person loves to do the most. Imagine a candidate who has held a series of finance jobs and loves doing Excel Spreadsheets. They get excited just talking about how they programmed them to auto-update forcasts with a simple up-stream data adjustment. Now imagine the job you are filling has nothing to do with the jobs the candidate previously held, but requires a passion for Excel, and the proficiency that the candidate clearly has. If you want passion for a job, make sure they are passionate about the work.

In an interview, we generally assess a candidate's required skills, abilities and knowledge for particular position along with the expected general competencies in line with company’s competency framework if any. Though it is difficult to understand everything from an interview session, we still assess candidate through some questions which allows them to explain with examples how they solved a critical problems or deligted customers or resolved a conflict between stakeholders or associates and so on. In a competency framework, based on company’s vision, mission and objectives , 5 to 10 competencies may be required for an ideal candidate. Assessment of both functional and behavioural competency is a must to find a quality candidate.

This is a great way to ensure not only the candidate understands what the role expectations are, but really helps the interviewer understand that even if they don’t have the experience.. do they have the willingness and passion to learn. Goes back to the iceberg model for candidates.

A lot of this statement is inherently discriminatory & quite disappointing. Many candidates with disabilities or disorders may struggle to maintain/make eye contact, fidget, or display atypical behaviours and body language during an interview. I’d encourage hiring managers and recruiters to properly educate themselves on on how diverse behaviours can present in an interview. The insinuation that candidates who show nervousness during an interview lack passion for the role is very odd. I’d be more concerned if a candidate wasn’t nervous - nerves usually demonstrate that they care. Rather than making potentially extremely biased decisions based on body language, tone etc - just communicate with your candidate.

Lorsqu'on est passionné par son métier, ?a se voit et ?a s'entend. Le candidat est à l'aise de parler de son poste et a justement énormément de chose à dire ( ce qui est très bien d'ailleurs ). Posez lui simplement la question "qu'est ce qui vous passionne dans votre travail ?" et il vous répondra de fa?on spontanée.

Body language reading can be unfair and discriminatory in interviews. There is a tendency towards reading extroverted traits as positive. The people evaluating nonverbal communication are rarely trained and qualified in this area. In addition, most interviewers do not know how to adapt their interpretations when it comes to Diversity & Inclusion. Joe Navarro said in “What Every Body is Saying” that “Observing in context is key to understanding nonverbal behavior.” We also should look for clusters/patterns of behavior of what is normal for an individual before passing judgment.

Body language is very revealing. When a candidate is passionate about their job, a recruiter with a minimum of experience would be able to decipher the candidate's body language. We get to see it in the sparkle in his eyes, how he talks about it with love and affection, how he makes it an outright identity. Also, the tone of his voice also indicates his enthusiasm. His facial expressions and all his gestures can testify to his passion for the profession in question. The question “why did you choose this job?” is often revealing, it is just appropriate to observe the candidate's nonverbal and paraverbal communication. However, it is important to remember that any subject relating to humans and their behavior remains largely subjective.

En las entrevistas de unmodo más desestructurado aparecen cosas muy ricas. A la gente cuando habla de lo que le apasiona se le ilumina la cara y se le nota que en el tono.

Nope! Asking questions that are not related to the job itself opens biases/discrimination. -Stick to the format and structure -Ask everyone the same questions -Calibrate with panel and stakeholders to mitigate bias At the end of the day, it is all about if a person can do the job. Hobbies and interests are none of anyone's business. People don't want to share personal info. Good interviewers have a process flow, a standard set of questions and a good conversation flow. If candidates want they would list out relevant volunteer info on their resume. Volunteering comes with a privilege too. Most women/ marginalized communities do not have time for unpaid volunteering options. That doesn't mean they can't do the job.

I would not recommend opening topics of personal interests or hobbies during the interview. Firstly, it could have nothing in common with candidate professional background and moreover there are no criteria how to evaluate good expert based on their personal life activities.

A candidate's hobbies and interests can reveal a lot about their personality, values, and passions. Asking about them can help you build rapport and uncover what drives them outside of work. For example, you can ask them what they do for fun, what they are passionate about, or what they are learning or reading. You can also look for connections between their hobbies and interests and the job or the company culture.

This is an area that is quite risky to open up as it may lead to the candidate sharing personal information that should not be shared during an interview. I suggest avoiding this question.

Hobbies and interests can be a pointer of what the candidate loves or enjoys doing. In most instances you will find that individuals are willling to go an extra mile to participate in some roles, even without compesation. This can only happen if they love and are passionate of what they are doing.As I have learnt and seen from most people, its things that they were passionate about that finally paid the best and became part of their purpose in life.Its really fulfilling when you do what you are passionate about, and it pays you a great deal. This pushes you to do better everyday with renewed energy and passion. It is ideally true to conclude that hobbies and interests, can be a guide to know if a candidate is passionate in what they do.

It’s important to remember that passion is subjective, and candidates will show passion in a variety of ways, often very different from how the interviewer might display passion. That said, I’ve found the following approaches effective: 1. Scenario/situational questions (“describe how you would approach xyz challenge”). 2. Experiential (“tell me about a time when you were faced with xyz issue”). Candidates should be encouraged to share the situation, their role and actions taken, and the outcome achieved. 3. Case study/role play challenges that are consistent across all candidates.

This approach to candidate assessment is comprehensive and insightful. By presenting candidates with realistic scenarios or tasks, you’re not only testing their technical skills and knowledge, but also their problem-solving abilities, creativity, and adaptability. The examples provided such as meeting a tight deadline, or managing a complex project, are excellent ways to gauge a candidate’s interpersonal skills, time management, and project management abilities respectively. The use of case studies, role plays, or simulations further enhances the evaluation process. These methods can reveal a candidate’s thought process, decision-making skills, and ability to apply theoretical knowledge in practical situations.

I think this approach is useful to understand whether a candidates level of experience matches the job to be done. Whether the candidate has exact experience or not, the interview gets a feel for their scale, understanding, and how relevant their answer is to the role they have applied for (again, indicating how much research they may have done).

My assertion is that asking candidates to do free work for the potential company is not the way to go. It’s a bad idea and can impact the candidate experience. There are many assessments in the industry that can be presented to the candidate as optional. Most candidates will gladly take an assessment. This really comes down to values alignment. When the candidate and the company’s values are aligned there is a synergy that evokes and makes putting people under pressure a non-issue. The incumbent employee takes on any challenges that come their way.

It’s important to remember that passion is subjective, and candidates will show passion in a variety of ways, often very different from how the interviewer might display passion. That said, I’ve found the following approaches effective: 1. Scenario/situational questions (“describe how you would approach xyz challenge”). 2. Experiential (“tell me about a time when you were faced with xyz issue”). Candidates should be encouraged to share the situation, their role and actions taken, and the outcome achieved. 3. Case study/role play challenges that are consistent across all candidates.

Si bien es importante tener referencias del candidato a mi criterio no deberian ser un punto de descarte del proceso, ya que las personas evolucionamos y uno no es el mismo de hace un a?o por lo tanto es importante tomar en cuenta cuales referencias realizar si tienen también alguna relación con el puesto evaluado.

Take a peek at how candidates express their love for their work online! Check if they join discussions, chat in communities, or add to industry talks. If a candidate frequently shares thoughts, and trade knowledge, or displays projects connected to their passion, it shows they're really into it! And here's the cool part – see how they handle tough situations or feedback online. It gives you a glimpse into how strong and committed they are. Now, not everyone posts online, but for those who do, this strategy adds a whole new layer to the usual reference checks, giving you a full picture of how much a candidate loves what they do and if it matches what your company values.

As referências podem lhe dar uma real perspectiva acerca da paix?o e comprometimento com que um candidato executa suas atividades profissionais. Mas n?o se iluda, pois há quem dê boas referências apenas para n?o se comprometer com o candidato ou por ter algum tipo de relacionamento de amizade com o mesmo. Há esse risco. Por isso, ao pedir referências, fa?a perguntas abertas dos tipo: Como você descreveria ele na execu??o de suas tarefas diárias? Assim, a referência irá revelar (ou n?o) essa característica no candidato.

For me, reference is always a risk of biased answer. If a respondent (e.g. former boss) of a candidate tells you negative feedback, then it is only single one opinion. If you do not have feedback from all previous managers, then you fall into risk of being biased. If a respondent provides (too) positive feedback, you might never know what is behind. Not wanting to wash "dirty laundry" from the past, etc.

When following up with references, ask targeted questions about the candidate's past behaviors and enthusiasm for work. For example, inquire how they approached challenges or contributed to projects. This gives insights into their true passion, helping differentiate them from other applicants.

I always interview for motivational-fit . It is like finding the perfect dance partner, someone whose rhythm aligns seamlessly with the music of your company’s values. It’s about creating a workplace symphony where each team member plays their unique notes in harmony with the organization’s mission. This not only ensures that employees are engaged, but it also identifies those passionate souls who see their work as a meaningful contribution to the company’s journey.

We've noticed a fun pattern -- when a candidate really loves their work, they often can't help but smile when they talk about their past experience.

When evaluating a candidates level of passion for a subject- you really need to check your bias and think ‘is this a fair judgement?’. Is someone that posts on LI regularly about the subject more passionate than someone that doesn’t have a social media presence? Does someone with a competitive hobby have more passion in your view than a single parent that doesn’t have time for themselves? Think about ways you can evaluate the level of passion fairly. Some helpful things to evaluate: -Do they go out of their way to build their own knowledge? -Do they keep up with trends, societies, journals, blogs etc in the field? -Do they have the mindset that this is their career, not ‘just a job?’ -Will they be relentless in finding solutions?

I would recommend a personality test if possible by the company. I found expert people with low personality and that is intoxicating the total team spirit or the organisation.

Through my experience, I've noticed that a candidate's CV or past work experience can strongly indicate their enthusiasm for the applied job. Passionate candidates often have previous work in the same or similar role. They tend to have a clear career path in mind, and their reasons for applying are closely tied to the tasks associated with the role. Furthermore, when a candidate is aware of and mentions the company's values and provides additional information about the organisation without a specific question from the Recruiter, it can be a positive indicator of their sincere interest in the job. Also, these candidates express their enthusiasm for learning, particularly their dedication to staying informed about trends related to the role.