Imagine you’re meeting with a doctor for the first time to discuss a serious health issue. Would you feel more confident with a doctor who was new to the profession but would work with passion to get you healthy again? Or would you prefer a doctor who didn’t seem to have a passion for medicine, but had ample experience treating patients like you?
Choosing between passion and experience is tough for most of us, but it’s something human resources professionals must do on a regular basis. Should we be hiring experienced employees—those who tick all the boxes and meet all the requirements? Or are there times when we should consider hiring inexperienced employees who demonstrate enthusiasm and commitment?
While there’s no black-and-white answer, here are some points to consider.
According to a 2013 study by Deloitte Consulting’s Center for the Edge, only 12.3 percent of American workers are passionate about their work. Clearly, work passion is hard to come by. It’s also increasingly perceived as valuable to organizations, and many companies are actively developing programs and resources that help employees use their passion to spark new and creative ideas.
For example, Microsoft launched The Garage: “a worldwide community of thousands of passionate employees who challenge convention, explore new technologies, and move their ideas forward.” The Garage is specifically designed to help Microsoft employees and interns use their passion and creativity to improve their skills and broaden their horizons. Similarly, LinkedIn’s [in]cubator allows LinkedIn employees at any skill or experience level to develop an idea with a team of co-workers and pitch their project to executive staff. These organizations recognize that inexperienced but motivated employees can be a powerful source of innovation.
A traditional hiring strategy weighs an applicant’s years of experience more heavily than other qualifications, and it’s easy to see why; quantifying experience is as easy as adding up the years on a candidate’s resume. Hiring experienced employees is a safe choice while hiring inexperienced employees can feel like a free fall. How do you measure passion or a “spark”?
As it turns out, it’s not impossible. Passion may seem indefinable, but it expresses itself in measurable behaviors. The Deloitte study defines passion as an eagerness to face new challenges and learn new skills. Passionate employees are also more agile and resilient. These are all qualities that can be identified with the right interview questions. For example, ask candidates when they last sought out a challenge without being required to. Ask them to describe a moment when they’ve had to adapt quickly on the job. Probe them on how they deal with change. And find out how they react when work throws them a curve-ball.
In an article for Inc., Dan Finnegan, President and CEO of Jobvite, recommends asking the “why” question to uncover true passion. Why are they so passionate about their work? What drives them?
Passion is a powerful engine, but without guidance, it won’t take employees in the right direction. To harness an employee’s passion for work, your organization needs to have the right training, coaching, and mentoring opportunities in place. Your support structure may not be as resource-intensive as Microsoft’s network or the LinkedIn lab, but it needs to help an employee’s work passion find meaningful outlets. With support, inexperienced but passionate employees can quickly catch up to their more experienced counterparts and start making a valuable contribution to the organization. Without it, they’re likely to spin their wheels.
When asked to choose between a passionate but untried doctor or one who has experience but lacks commitment, most people will respond: “Can’t I have passion AND experience?”
Similarly, every organization will want to have a workforce that blends the best of both. The challenge is to find the optimal balance between the two. To determine whether you want a more passionate candidate or an experienced one for the job at stake, ask yourself: Is your organization in need of an energy lift? Does it place a premium on passion as part of its corporate culture? Could it benefit from someone who is ready to work with passion and embrace a steep learning curve? Or do you have a greater need for proven experience to anchor key roles, ramp up quickly, and deliver immediate results?
By evaluating your company’s culture, needs, and training resources, you can preserve the stability and continuity of your workforce while tapping into the power of passion. And in a competitive market for talent, you’re also likely to identify high-potential candidates your competitors have overlooked.
Which do you prefer to see in a future candidate – passion or experience?