I want to believe that many people are who they choose to be; so, now I’m thinking, what if we were to discern that in applicants? Wouldn’t that be a good way to interview, especially if you’re hiring for attitude. And since it’s not a question that many would be expecting, you can probably assume their answer, if they have one, would be fairly accurate. You could:
· Ask who they’ve chosen to be?
· Then ask them why they chose that?
· And ask if that has made a difference?
· And how passionate they are about that choice?
· And, if hired, is that who and what they’d be at work?
Their answers could (and probably should) provide a basis for deciding if they are someone you’d like to hire; if you do, tell them why you chose them; and remind them again about that during onboarding. That’s a good way to start a working relationship. It could provide a baseline to watch for and have something interesting and concrete to discuss if they should come to work markedly different than that. It shows you’re interested, aware, engaged, and empathetic: good behaviors for managers who practice emotional intelligence. I’ve found that hiring for attitude works and I’m passionate about that. In this example, that attitude might be optimism, curiosity, passion, or anything you think might be important for a particular position. If you could, wouldn’t that be cool? Choose to be around people who know and are comfortable with who they are today.
Sir Sidney Poitier (1927-2022): Bahamian American Actor
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