Category: Employee Management / Employers
Hiring for Passion
I was speaking with an employer last week, and hearing that their success in hiring was less than stellar. The people they hired had done well in the interview process, however, once in the job their performance was often a disappointment. For most hiring managers, knowledge and training are generally the areas that are considered most important. Maybe it's time for a change.
Most peoplehire based on experience rather than passion. Many hiring managers use task and experience related job descriptions when recruiting. While skills and experience are important and certainly should be considered, hiring for talent and passion will give you a far greater employee success rate. You can teach a skill, but you cannot teach passion and talent.People do their best when they are doing things that they naturally do well and truly enjoy doing.
However, you need to understand what passions are important in the job. So, let's assume that you are a winery looking for tasting room staff, and your leading candidate is passionate about good wine! A perfect fit? Not so fast... The tasting room job isn't just about wine; it's about sales and hospitality. Is your candidate passionate about sales amd customer service? I recently watched a server at a wine bar have a long and passionate discussion about wine with one group, while the rest of the room sat around with empty glasses. I guarantee she was hired because of her passion for wine, when the job was really about customer service.
Of course, passion and experience are not mutually exclusive. Someone who has a long history of success and is still passionate about what they do, is of course your ideal candidate! However, if you have to chose between hiring someone who is passionate about what they do versus someone who has years of experience, I would choose passion every time.
So be sure to ask each of your candidates "What do you really love to do? What are you absolutely passionate about?" And make sure you listen to the answer...
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"I have a question. My daughter had dinner reservations to take me and my sister to dinner. My daughter and I were on time but my sister was running late. The restaurant would not seat us until my sister arrived. Is that normal? I can think of a million times when I show up to a restaurant and say, "there will be one more person joining us." We decided not to wait and instead went to another restaurant."
I loved reading all the comments, that ran the gamut from "No way should a restaurant do that" to "Yes, it is reasonable and acceptable for a restaurant to do that." I thought it was fascinating, because to my thinking, everyone missed the point. The point wasn't whether the policy was good or bad, right or wrong, the point was that the customer left and went away (unhappily, and now posting for all the world to see, I might add). Sure, there might be good reasons for certain practices or policies, however if in implementing them you upset and/or lose your customers, is it really a good policy? Sometimes, in an effort to streamline or make things flow better, or easier on our staff, we forget the most important perception is the customers'; they are the reason your business exists.
What are your thoughts? Would better staff training have given this story a different ending? Have you had an experience (either good or bad) with implementing a new policy? Let me know!
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