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It’s true—most hiring managers look at work history and education to decide if someone is worth interviewing. It makes sense, though.

After all, they want to ensure the person has the right skills and experiences to align with their needs.

But what about those special few, whose passion and dedication far exceed those with more education and work experience? Do you toss their resume into the reject pile, or do you interview the ones whose energy and enthusiasm jump off the page?

While shuffling quickly through a pile of resumes, looking for education and experience seems to make the most sense, it’s also lacking significantly in results.

With a full 87% of the global workforce either just showing up, or showing up and doing harm to the reputation of the company and/or leader, a significant opportunity is on the table for those willing to try another route.

Considering the significance of this opportunity, what is perhaps another approach to hiring that may just lead your team to the best performance on record?

“Hire based on good energy, enthusiasm, and drive,” said Lauren, a highly sought after and accomplished executive at a reputable investment firm. She also added, “And then, train for skills.”

Of course, this idea is not new, but I have to wonder how many hiring managers are placing a strong enough emphasis on clarifying underlying drives, passions and goals before hiring.

This process takes more time and discernment (and, no one is going to get it right 100% of the time), but imagine the difference in accountability, motivation and engagement when you make clarity of purpose and passion for the work a key element to the hiring process.

Taking the extra time to think through cultural fit, or determining someone’s drive to learn simply isn’t the 1, 2, 3—check, check, check—easy process for hiring. It requires curiosity, risk-taking and time to think on this level, which is probably why

just 13% of the global workforce is actively engaged, focused and driven.

Ready to attract and/or nurture the 13% of highly ambitious, driven team members? First, discover your own answer to this question: What does success look like in my career, and for my team?

Then, ask this question in your next round of hiring (and/or your next one-on-one meeting with your current team): What does success look like for you in your career, and why does that success matter?

Bonus question: What, specifically, excites you most about this position and how can I better help you reach your career ambitions?

Having your own answers to these questions helps significantly in uncovering authentic answers.

P.S. I shared this blog with a leader who founded, ran and sold a successful law practice. Here’s what he had to say—“The biggest swings and misses I’ve made are the people I’ve hired who are most impeccable on paper. People on top of their law school class.”