"Curiousity killed the cat." It’s something we’ve always heard when we were asking questions. Maybe a few too many. The best response I ever heard was, “But satisfaction brought him back!” You want those candidates that find satisfaction in being curious enough to get the answers.
Curiosity is what fuels innovation, so you want curious employees. But how do you find them when you are hiring? It’s difficult to determine from candidates’ resumes or their social media pages. But there are some things you can do during the job interview.
Ask Curious Questions
What have they taught themselves in the past six months? One hiring professional asked this and discovered that a candidate had wanted to learn French. He hired a tutor, bought “French for Dummies”, and set aside 30 minutes a day to study. Not only did it display curiosity, but tenacity to actually follow through and continue learning.
Make Curious Requests
Before the interview, assign a research task. When they come in for the interview, find out how in-depth their study went. For example, one recruiter asks all their applicants to come up with a relevant article topic to write about. In the interview, find the candidate’s process to come up with that topic.
Look For Curious Answers
After answering your questions, does the candidate ask his or her own questions? If they don’t, that’s a red flag. If they only ask about pay, benefits or culture, that’s another one.
If you get a curious key team member by chance, you are very lucky. They tend to be viewed as a mover and shaker in a company. But if you actively pursue it, you can build a team of them.