Desire Is the Key to Making Good Hires
.jpg)
“How much do they want it?”
I’m fortunate that right now, both my companies are actively hiring.
For a managerial or senior position, a candidate will probably have 3-4 interviews. I’m the last one to speak with them.
By then, nearly all the important details have been surfaced: whether they’re a good Core Values fit, whether their story makes sense, and whether the compensation package is likely to work for them.
So by the time I meet a candidate, I really need to know just one thing.
“How badly do they want to work here?”
***
What we call “cultural fit” in a company really comes down to three things.
First, does the person align with your Core Values.
Second, does the person have a Desire to do the job—and be part of your team.
Third, does the person have the ability to get Results in the role.
Values, Desire, and Results are the three key criteria for assessment. (Reply to this email to request a copy of our Values/Desire/Results Tool to evaluate your own candidates.)
Of the three, the most overlooked—and to me, increasingly the most important—is probably Desire.
Someone who cares about your business, who cares about doing a good job in their role, who cares about their team members…that kind of Desire can more than make up for weaknesses in other areas.
And on the flip side, someone who has all the right qualifications but isn’t invested in using their talents with your company…well, it’s not personal, but they drop a few points in my estimation.
Small and medium-size businesses face challenges. They aren’t perfectly operationalized. They don’t have a process to anticipate every problem.
They—and you—need team members willing to work in that kind of environment, willing to figure things out when needed, willing to let things be a little messy….and do it happily, because they feel fulfilled in this particular role with this particular organization.
If the Desire to win isn’t there, I’ve learned that all the talent in the world can’t make up for it.
***
I know what you’re thinking: “Doesn’t every candidate just say, ‘Yes, I want this job!’?”
Actually, no.
If you ask someone in a very direct way how much they want to work with your company, you’ll be surprised how straightforward the answers are.
Here’s a way I like to phrase this question:
“Assuming we work out the details and we both determine this is a fit, is this where you want to end up?”
You’re not committing; they’re not committing…but there’s still the sense that ‘this job offer could be real,’ which forces them to think about what they will actually do if they receive an offer.
The body language, the phrasing, the timing. Pay attention to the things they say and the things they carefully don’t say.
The best answer a candidate can give isn’t the one you want to hear—it’s the one that’s truthful.
***
A couple of quick tips as you incorporate the idea of Desire into your hiring process.
First, enthusiasm and Desire aren’t the same thing. This line of questioning can tip toward extroverted, enthusiastic personalities if you aren’t careful.
An outgoing personality isn’t always a sign of high Desire. A more reserved personality may want to work with your company very badly but not be as showy or demonstrative.
You need to learn to tell the difference.
Second, beware the rose CEO glasses. If you really like a candidate, or think they would be a great fit for the company, you can be prone to misinterpreting their responses.
If you care too much about the candidate liking you, you aren’t going to see clearly.
If you believe this person is a “must-have” in the role, you may overlook signals that should be big red flags.
In both cases, the solution is simple.
To find out what someone is thinking, the best way is just to ask.
Then, zip it and listen.
Without leading. Without jumping in to complete their sentences. Without making assumptions or providing reassurances.
You can’t force Desire. That’s not your job.
Your job is to evaluate a candidate’s Desire so you can build the best possible team for your business.
Learn to do that, and you’ll be one step close to unlocking growth.
