Estás buscando los mejores talentos. ¿Cómo puede detectar a los candidatos que serán empleados altamente comprometidos?

I always try to assess a candidate's passion during interviews by listening closely to how they talk about their previous jobs and projects. When someone's truly engaged, they light up when discussing their work. You can hear them smiling. They're proud of what they've accomplished. They also tend to ask thoughtful questions about the company's challenges and future plans – you can tell they're genuinely interested in making a contribution. I also pay attention to how eager they seem to learn and advance within the company. That's a good indicator of their long-term commitment.

To spot candidates who will be highly engaged employees, look for signs of intrinsic motivation, passion for the role, and alignment with the company's values during interviews. Ask about past experiences where they went above and beyond or how they’ve contributed to team success. Gauge their enthusiasm for continuous learning and development, as engaged employees often seek growth. Pay attention to how they research and speak about your company, as well as their interest in its mission and goals. Behavioral interview questions can reveal their commitment, problem-solving skills, and ability to collaborate, all indicators of engagement.

In a healthy work environment, passionate employees are often the most engaged. How do you spot one? Look for candidates who speak with enthusiasm about their work, display positive body language, and take pride in their achievements. I prioritize candidates who are active in their field, whether through attending conferences, participating in contests, or sharing knowledge with others. These activities often indicate a genuine passion for their craft and a desire for continuous growth.

When searching for top talent, I prioritize candidates who exhibit genuine curiosity and passion for their work. Beyond technical skills, I seek individuals who ask insightful questions and demonstrate a strong eagerness to learn. Engaged employees often value a sense of purpose and connection, so I focus on those who align with our company’s values and culture. By doing so, I create an environment where their motivation can thrive naturally, fostering a sense of belonging and commitment to our shared goals. This approach not only attracts top talent but also ensures they remain engaged and driven to contribute meaningfully to our organization.

One thing I’ve found helpful over the years is identifying candidates who show authentic enthusiasm and curiosity during interviews. Engaged employees often ask thoughtful questions about the organization and its culture. I also focus on their previous experiences; candidates who have demonstrated initiative or made significant contributions typically show higher levels of engagement. Finally, evaluating cultural fit and alignment with company values can be a strong indicator of long-term commitment.

Adaptability is key to finding engaged employees. Look for candidates who can handle change and adjust to new situations. These people often share examples of successfully managing new or unexpected challenges. They take the initiative to learn new things and find solutions, showing they stay involved and committed to their work. Tip: Ask about a time they had to handle a sudden change or learn a new skill. Their response will help you see how flexible and adaptable they are.

A key attribute that has huge benefits is adaptability and that allows themselves to navigate and embrace change. Being agile, open minded, solution focused, and innovative all contribute to someones ability to move with the tide and not be left behind.

Highly engaged employees can easily adapt to changing environments. Assess their flexibility by asking how they've handled changes or uncertainties in past roles.

Ask about times when they faced major shifts in a project, role, or company direction. How did they handle it? Candidates who can provide examples of quickly adjusting to new circumstances or pivoting strategies show a high level of flexibility. Individuals who are comfortable with ambiguity tend to thrive in innovation-driven environments. Look for candidates who describe open-ended challenges they've faced and how they took initiative to solve them without clear guidelines. Engaged employees are often self-starters when it comes to learning new skills. Ask about situations where they've had to quickly acquire new knowledge or skills to meet the demands of a changing environment.

Observe how candidates discuss their experiences with cross-functional teams or projects that required them to step outside their comfort zones. This can highlight their adaptability and collaborative spirit, both of which are crucial in dynamic work environments. Engaged employees are often those who not only adapt but also inspire others through their openness to change and their enthusiasm for tackling the unknown. Their proactive mindset is a strong indicator of their potential to drive growth and innovation within your team.

Reference checks are important to confirm if a candidate is truly engaged. When talking to their former employers or colleagues, ask about how involved they were in their work and how they worked with others. Engaged employees are often remembered for their positive attitude and their ability to inspire and lead. Tip: Ask the reference if the candidate took initiative or helped solve problems. This can give you insights into their engagement and teamwork.

Reference checks are an invaluable tool for evaluating a candidate's potential for high engagement. By proactively reaching out to former employers and colleagues, we gain deeper insights into their level of involvement and enthusiasm in past roles. During these conversations, I will specifically inquire about their collaborative spirit, problem-solving skills, and overall contributions to the team. Candidates who truly thrived and left a lasting impression will likely be remembered for their proactive attitude and inspiring nature.

You can craft specific questions that target individual characteristics. For instance, inquire about the candidate's ability to work in teams, their problem-solving skills, and their enthusiasm for previous roles. Questions like, "Can you describe a situation where the candidate went above and beyond?" or "How did the candidate handle challenges?" provide deeper insights into their engagement levels.

Here are some specific questions to ask that can help confirm the candidate’s potential for high engagement: "Can you describe the candidate’s level of involvement in their projects? Did they take ownership and show initiative, or did they tend to wait for direction?" "How did they work within a team? Did they actively contribute to team discussions and decisions, and were they a positive influence on others?" "Can you give an example of a time when the candidate faced a significant challenge? How did they approach solving the issue, and were they proactive in seeking solutions?" "Did the candidate demonstrate a desire to learn and grow in their role? How did they handle situations that required them to adapt or acquire new skills?"

Fazer a checagem de referências vai além de confirmar habilidades técnicas; é descobrir a verdadeira marca que o candidato deixou em seu ambiente. Aquelas perguntas direcionadas sobre como ele colaborava e resolvia problemas sempre revelam mais do que o esperado. E sabe o que mais? Funcionários realmente engajados têm o poder de transformar o ambiente ao redor, inspirando os colegas. No final, não é só sobre o que eles fizeram, mas sobre como eles influenciaram positivamente a equipe. Como diria Aristóteles, “Nós somos o que fazemos repetidamente. A excelência, portanto, não é um ato, mas um hábito.”

Good communication shows how engaged a candidate might be. If they explain their ideas clearly and listen well during the interview, they're likely to be good team players. Engaged employees often share ideas and give feedback, and the way they communicate can show their excitement for the job and how well they fit with your company's values. Tip: Ask open-ended questions to see how they explain their thoughts and check if they ask thoughtful questions about your company. This shows their interest and communication skills.

Identifying candidates who will be highly engaged employees requires evaluating their communication skills, including active listening and idea articulation. This assessment must be meticulously conducted to avoid unconscious biases and stereotypes, ensuring impartiality. You can structure interviews with standardized questions to keep the consistency. Also, try to use diverse interview panels that can provide multiple perspectives, reducing individual biases. Techniques like behavioral questions and situational judgment tests can effectively gauge a candidate's communication prowess.

For me, communication is the most important factor when searching for top talent. Somebody could have all the qualifications and past experience but if their communication is poor, it is unlikely to work out. When somebody has eagerness to learn, great communication and resilience, they're your best option! Don't always just look for experience and qualifications, skills like communication are massively important.

In my experience, observing communication skills during interviews reveals much about a candidate's engagement. I recall interviewing a candidate who not only articulated their thoughts clearly but also listened intently and responded thoughtfully to questions. They shared detailed examples of how they actively contributed ideas and feedback in past roles. Their strong communication skills and enthusiasm for the role indicated they would be a highly engaged and effective team player.

Engaged employees are good listeners. If a candidate listens attentively to your questions and responds thoughtfully, it's a sign they value dialogue and collaboration. Active listeners are more likely to contribute meaningfully to team discussions and understand the needs of the organization. Candidates who ask thoughtful, relevant questions about the company, its goals, and challenges are showing genuine interest. This curiosity is a key trait of someone who is likely to be an engaged and proactive employee. Pay attention to how they talk about past roles and future opportunities. Passion often comes through in a person’s tone and energy, hopefully signaling alignment with your company’s culture.

Don’t just ask what they’d do—ask how they think. Give them a scenario and see how they approach it. Do they take their time, break down the issue, and consider different solutions? Or do they scramble for a quick fix? Engaged candidates won’t shy away from tough problems; they’ll lean into them, seeing challenges as a chance to flex their skills and show what they can really do when the heat is on.

I believe that situational and behavioral interviews work well at determing how a candidate will perform in a job. Pose the problem and see how they work through it. In additon, I alwys check references and ask probing qustions. Finally, look at their job history. Do they show a track record of results, accomplishments, and impact? Or do they drift from job to job quickly without much to show for their time there. Listing a bunch of duties doens't tell us if they were actually good at their job.

Quando o problema vira oportunidade de crescimento, já sei que estou diante de alguém com envolvimento real. A forma como o candidato disseca um desafio e propõe soluções fala mais alto do que qualquer resposta pronta. O que mais me impressiona não é só a escolha da solução, mas o caminho percorrido até ela e isso revela uma mentalidade analítica afiada. Quem encara o inesperado com curiosidade e método, mostrando que quer aprender, certamente traz um valor diferenciado para a equipe. Resolver problemas é um ato de compromisso, e é aí que o verdadeiro engajamento transparece.

I'm interested in how they process information and learn. A problem-solving approach is helpful here. Often I will ask about mistakes they have made, looking for honesty, judgement and learning. I am primarily interested in their ability to reflect, understand and then LEARN. The absence of these reveals a dud.

Whenever someone mentions “culture fit” I have 100 questions. The first one is-what does that mean? You could have a candidate who has the skills, talents, interests, and come with an outgoing personality and appear to be a great culture fit for a company, only to find out that the company team building and networking events and after work socials isn’t the right fit for an introvert. There are many “assumptions” when it comes to culture and unfortunately they often end up being the reason things don’t work out in the long run!

The briefing call is EVERYTHING. Sometimes people can be a little nervous at first during initial calls and interviews so being 100% human and offering a warm and inclusive space for someone to be themselves is hugely important. Once you understand the culture of your clients business, it's so much easier to assess who will thrive in their company and be happy long term. Ask about their long term goals, find out how they like to work, explain *in detail* how the company works and what will be expected. Emotional intelligence is a HUGE part of recruitment and will enable you to make the best choices for your candidates and clients in terms of cultural fit and long term happiness for all parties.

Assessing the likelihood that top talent will be highly engaged team members requires the ability to assess alignment. When values and growth goals align, top talent will be highly engaged within your organization. When there is cultural misalignment, top talent will still perform, yet they will hesitate to go above and beyond. The investment of additional efforts from a high-performer is the direct result of alignment of values and cultural fit, hence why it's critical to dig deeper in the interview process to ensure alignment.

8 characteristics of highly engaged employees They are innovative. ... They have good leadership qualities. ... They make excellent role models. ... They are good communicators. ... They are easier to work with. ... They are excited to come to work. ... They have an excellent attitude. ... They are effective collaborators

Culture fit- What does this even mean? Its incredibly subjective from person to person and can means lots of things to lots of people. I prefer to align to behaviour style and values and if fundamental ways of working align