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How can you tell if someone has the drive in the interview?

  • Naturally Aligned
    If the candidate is not naturally aligned to do the role, meaning it doesn’t fit with their likes and dislikes and work to their natural strengths, they are going to have to work very hard to be average.
    Profiling tools and tests are a good way to give you an idea of the candidate’s natural strengths; this should be a guideline and not the only consideration. Ask the candidate if they feel the result accurately describes them and talk though the results in more depth.
  • Goal Aligned
    If the role is going to help them get where they want to be in the next  __  years, there is a bigger goal they are working toward. There can be little motivation to work really hard at something when it is not contributing to reaching an end goal.
    Where do you see yourself in 5, 10, or 20 years? What is your dream role? How do you see this as a step in the direction to get you there?
  • Happiness Aligned
    Your candidate will be more bought in with the company’s success if they find deeper meaning in the work, beyond a means to paying bills. Feeling challenged is important to motivate, it is important the candidate will be challenged in the role, but also supported and receive training in areas they are not experienced in to ensure they aren’t thrown in the deep-end without a life raft.
    What gets you out of bed in the morning? What are some of the most significant moments in your life? What areas are you particularly strong in? What areas do you feel you would benefit from further training and experience?


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