In her book Grit: The Power of Passion and Perseverance, psychologist Angela Duckworth explores the concept of grit. Specifically, how grit can lead to success in various aspects of life, including career and professional development.
We love this book (and Angela’s podcast with Steven Dubner, No Stupid Questions.) It inspired us to think about how we can apply her lessons to hiring. Duckworth’s book has several key takeaways that can help hiring teams identify and hire candidates more effectively.
Look for evidence of PASSION.
One of the main components of grit is passion: a deep interest or enthusiasm for a particular topic or activity.
When interviewing candidates, look for evidence of passion in their answers. For example, ask them about their hobbies or extracurricular activities and listen for signs of enthusiasm. This can give you insight into their level of commitment and dedication. Both of which are important traits for success in any role.
Look for evidence of PASSION.
Another key aspect of grit is perseverance: the ability to stick with something even when it’s difficult or challenging.
Hiring managers can assess a candidate’s perseverance by asking about setbacks they faced and how they overcome obstacles. Additionally, you can ask about their past experiences and accomplishments to gauge their level of resilience.
Focus on GROWTH MINDSET.
Duckworth emphasizes the importance of a growth mindset: the belief that abilities and skills can be developed through hard work and dedication.
When hiring, look for candidates who have a growth mindset and are open to learning and improving. Ask about their experiences with professional development and training. Look for signs that they embrace challenges and proactively seek out opportunities to learn and grow.
Consider CULTURAL FIT?
In Grit, Duckworth does not specifically mention “culture fit” as a concept. However, she does discuss the importance of finding a “fit” between the interests, strengths, and goals of an individual and the environment in which they work or pursue their passions. Candidates who share the values and mission of their organization are more likely to engage in their work and succeed in their role long term.
However, overstressing culture fit in the hiring and interview processes can be problematic. If we equate cultural fit to who we think will get along with the team and us, the result can be negative hive mind. If we shift from culture fit to “Culture Add,” – hiring candidates with different perspectives who positively add to the existing team dynamics and culture- we open the door to innovation. (Hat tip to Lisa Van Ess for teaching us that term!)
By integrating these principles into your hiring process, you can identify and hire candidates who have the grit to succeed in your organization. By focusing on passion, perseverance, growth mindset, and cultural fit, you can build a team of dedicated and high-performing employees who will help drive your organization forward. Happy hiring!
Interested in going deeper on GRIT? Check out: Grit: The Power of Passion and Perseverance and No Stupid Questions
