We talk a lot about the importance of assessing job candidates to make sure they’re a good fit with your organization. The use of assessments is really starting to catch on – I read something recently that said 3 out of 10 organizations are now using them to one degree or another.

Now hiring managers are really starting to look beyond the resume and the interview and more into the candidate themselves. What are they looking for? Passion.

As a sales or hiring manager, you have to have people that have drive and energy. That doesn’t mean they’re an egotistical maniac, or they’re all pumped up with enthusiasm but no idea of how to put that energy to work. You’re looking for someone that cares about what they do.

It’s a tall order to fill, but there are ways to do it.

The best way is to get below the surface of the resume and the interview suit. Look for candid responses to personal questions about who they really are, what they care about, and what they want. Ask for examples, proof, of these aspects and ask for how that will translate to how they do the job.

Warning: Passionate people are in demand. When you find them, be sure you have a plan in place to keep them with you!