How to avoid 50 percent of all hiring mistakes by learning to engage the analytical, creative, and emotional centers of your brain when interviewing job candidatesOver the course of 35 years and 5,000-plus interviews as a recruiter, I've developed an interviewing method that identifies superior candidates about 85 percent of the time. I call it the two-question performance-based interview (a.k.a. the Whole Brain Interview).
What do you need to succeed in today’s age of nonstop innovation? Intelligence, technical skills and education might come to mind. But it turns out one of the biggest predictors of success isn’t listed on many resumes: grit.
Angela Duckworth is a psychologist and the author of the best-seller “Grit: The Power of Passion and Perseverance,” and she has studied this concept extensively. Duckworth (who also spoke at last year’s Indeed Interactive) defines the term “grit” as the combination of perseverance and passion.
But what makes grit so important — and how can those of us in the business of hiring identify candidates who possess it to make more effective hires?
What is grit?
Duckworth’s work on the science of high achievement indicates that extraordinarily successful people possess the ability to keep trying in the face of failure or struggle, combined with a passion for their work and an eye toward their larger goals. These are the primary components of grit.
Grit is closely related to many soft skills — the personal attitudes and practices that shape how we interact with others — that are already on recruiters’ radars. For example, resilience is critical for entrepreneurs who must go through the circuit of finding investors; persistence goes hand-in-hand with creativity and innovation, as many iterations may be necessary to refine an idea; and a strong sense of purpose helps employees feel connected to their work.
Just add grit to make good ideas great
The building blocks of grit may be perseverance and passion, but grit is more than the sum of its parts. People with grit are goal-oriented, purpose-driven and willing to put in the work to realize their dreams and become the best in their fields.
Taken together, these elements make grit a key ingredient in innovation and creativity. People tend to underestimate the hard work that creativity requires, assuming it is an innate capability. In practice, it involves sustained effort and dedication. Studies show people’s first ideas are not always their best but that they steadily improve with continual effort, study and attention over multiple iterations.
Consider James Dyson, inventor of the Dyson vacuum, who tried over 5,000 prototypes before developing the models that would generate billions. Some of his early prototypes were probably adequate, but his final one revolutionized an entire industry. That is the power of grit.
This demonstrates why grit is a fantastic asset in any new hire. Imagine two candidates for a position, both with top-notch experience and training. The grittier candidate won’t shy away from thinking outside the box and considering multiple solutions. The less gritty one, however, is more likely to take their first idea and run with it, missing bigger and more exciting possibilities.
A candidate with grit also knows mastery of a skill does not happen overnight. Take the example of professional athletes, who build on their natural talents with continuous practice and often suffer sidelining injuries in the process. An employee with grit will work to…