Think about it. Disruptive innovation, the kind that revolutionises industries and propels businesses to new heights, often comes from those with fresh perspectives, those who aren't afraid to challenge the status quo. Experienced hires, while valuable assets, can sometimes be wedded to "the way things have always been done." So, when it comes to hiring, perhaps it's time to shift our focus from the fanfare of experience to a more potent quality: hunger.

But hunger for what? Not just the pay, that's for sure. We're talking about a deep-seated desire to learn, grow, and contribute. This hunger manifests itself in a candidate's soft skills, their ability to communicate effectively, collaborate seamlessly with others, and navigate challenges with a positive and resourceful attitude. Someone with a strong "hunger quotient" will also demonstrate a track record of overcoming adversity, a testament to their resilience and determination. These are the qualities that set high performers apart and make them invaluable assets to any team.

The Hunger Games: spotting the soft skills that signal success

So, we've established that hunger trumps experience in today's dynamic business world. But how do you, as a hiring manager, unearth this coveted quality during the recruitment process? The answer lies in soft skills, those intangible attributes that speak volumes about a candidate's potential to thrive within your team. Here's where to focus your eagle eye:

• Communication is King (and Queen): a candidate with a genuine hunger to learn and contribute will be a master communicator. They'll actively listen to understand, not just to respond. They'll express their ideas with clarity, confidence, and enthusiasm, and be able to adapt their communication style to resonate with different audiences. Whether it's delivering a persuasive presentation to a room full of executives or explaining a complex concept to a new colleague, a strong communicator can bridge the gap and ensure everyone is on the same page.

• Teamwork makes the dream work: look for evidence of a candidate's ability to collaborate effectively. Do they showcase examples of times they've successfully navigated diverse personalities and viewpoints within a team setting? Can they celebrate collective wins with humility and offer constructive criticism to propel the team forward, fostering a positive and productive work environment?

• Going the extra mile; external involvement: a hungry candidate won't be content to simply clock in and out. They'll actively seek opportunities to learn outside their core role, perhaps through professional development courses, industry networking events, or even volunteering initiatives. This external involvement demonstrates a genuine passion for growth and a commitment to continuous learning. Look for candidates who take the initiative to stay abreast of industry trends, who are eager to share their newfound knowledge with colleagues, and who are always looking for ways to contribute their skills to the wider community.

• Motivation matters: finally, dig deep to understand what truly motivates the candidate. Is it the prospect of tackling challenging problems and finding innovative solutions? The chance to make a tangible impact on the organisation's success and contribute to a meaningful cause? A hunger for professional development and career advancement, fuelled by a desire to master their craft and take on new responsibilities? Uncovering these intrinsic motivators will give you a clearer picture of their long-term commitment and drive to excel. A candidate brimming with hunger will possess a contagious enthusiasm and a thirst for knowledge that extends far beyond the confines of their job description. They'll ask insightful questions during the interview, demonstrating a genuine interest in the role, the company culture, and the opportunity to learn and grow alongside a high-performing team.

Remember, a candidate brimming with hunger will possess a contagious enthusiasm and a thirst for knowledge. They'll ask insightful questions during the interview, demonstrating a genuine interest in the role and the company's mission. By prioritising these soft skills over a laundry list of past experiences, you'll be well on your way to building a team of high performers who are hungry for success.

Fan the flames: unleashing the power of self-directed learners

We've explored the power of soft skills in identifying candidates with an unquenchable hunger to learn and contribute. But what about the drive that fuels this hunger? Enter the self-taught individual, a person who actively seeks knowledge and hones their skills independently. These self-starters are a goldmine for any forward-thinking company.

The thrill of the climb; self-taught prowess: look for candidates who've demonstrably taken the initiative to learn new skills outside of a formal educational setting. Perhaps they've mastered a complex software program through online tutorials, tackled a new programming language on their own, or honed their design skills through personal projects. This self-directed learning demonstrates a proactive approach to growth, a willingness to step outside their comfort zone and embrace new challenges. Take the example of a candidate who, with no prior experience in data analysis, decided to learn Python to pursue their interest in the field. They enrolled in online courses, participated in coding challenges, and even built a personal portfolio showcasing their newfound data visualisation skills. This initiative and dedication speak volumes about their hunger for knowledge and their ability to translate theory into practical application.

Failing forward; the courage to try (and try again): don't be afraid of candidates who have encountered setbacks or even failures along the way. In fact, these experiences can be powerful indicators of a candidate's hunger and resilience. Look for stories of how they tackled roadblocks, adapted their approach, and ultimately learned from their mistakes. Someone who readily admits to past failures but focuses on the lessons learned and the adjustments they made showcases a growth mindset – a crucial quality for navigating the ever-changing business landscape. For instance, a candidate applying for a marketing role might discuss a time they launched a social media campaign that didn't achieve the desired results. However, they meticulously analysed the data, identified areas for improvement, and implemented a revised strategy that yielded significantly better engagement. This willingness to learn from missteps and adapt their approach demonstrates a hunger for improvement and a commitment to excellence.

The power of adjustment; adaptability is key: the ability to adapt and pivot in the face of challenges is a hallmark of a hungry candidate. During the interview, delve into situations where the candidate had to adjust their course of action. Did they demonstrate a willingness to learn from new information, re-evaluate their approach, and ultimately achieve a positive outcome? This agility is essential for keeping pace in today's fast-moving business world. Imagine a candidate interviewing for a customer service role who describes a situation where they encountered an irate customer. They actively listened to the customer's concerns, offered creative solutions, and ultimately de-escalated the situation, leaving the customer feeling valued and heard. This ability to adapt their communication style and think on their feet is a valuable asset in any role.

By prioritising these indicators of self-directed learning, a willingness to embrace challenges, and the ability to adapt and learn from them, you'll be well on your way to identifying candidates with a burning desire to excel. Remember, a truly hungry candidate won't shy away from obstacles. They'll see them as stepping stones on their path to mastery, constantly seeking opportunities to refine their skills and contribute meaningfully to your organisation.

Volunteering: where passion meets purpose

A candidate's hunger to learn and contribute can often be ignited through volunteer work. Here's why it's a treasure-trove for talent acquisition:

• Beyond the CV/resume: volunteer work showcases a candidate's dedication to a cause greater than themselves. It allows you to see them in action, applying their skills and knowledge in a real-world setting that may not be directly reflected on their CV. Did they spearhead a fundraising campaign, manage a team of volunteers, or develop innovative solutions to address a community need? Volunteer experiences demonstrate initiative, problem-solving skills, and a genuine desire to make a positive impact.

• Leadership in action: look for evidence of leadership qualities within a volunteer experience. Did the candidate take charge of a project, mentor others, or navigate diverse personalities within a volunteer team? Volunteer work allows candidates to step outside their comfort zone and develop leadership skills that can be readily translated to the workplace.

• Transferable skills on display: many volunteer roles require a specific skillset – from marketing and fundraising to data analysis and project management. By delving into a candidate's volunteer experiences, you can assess relevant transferable skills that they might not have explicitly mentioned on their CV. This allows you to identify hidden gems who possess the necessary skillset and a genuine passion for applying it in a meaningful way.

From setbacks to success stories: overcoming difficulties

Life throws curveballs, and a hungry candidate is someone who embraces them as opportunities for growth. Here's how to identify those who thrive in the face of adversity:

• Turning obstacles into opportunities: ask candidates to describe a time they encountered a significant challenge. Did they crumble under pressure, or did they demonstrate resilience and resourcefulness? Look for stories of how they tackled the problem head-on, developed creative solutions, and navigated the situation to a positive outcome. This ability to adapt and overcome adversity is a hallmark of a hungry candidate who thrives under pressure.

• Learning from mistakes: don't shy away from stories of setbacks. In fact, these experiences can be powerful indicators of a candidate's willingness to learn and grow. Focus on how the candidate reacted to the situation. Did they take responsibility for their actions, analyse what went wrong, and implement changes to prevent similar situations in the future?  This growth mindset is crucial for navigating the ever-changing business landscape.

• The silver lining: look for candidates who can not only identify challenges but also highlight the valuable lessons they learned from the experience. Did the setback lead them to develop new skills, refine their approach, or gain a deeper understanding of a particular issue?  This ability to extract value from setbacks is a powerful indicator of a hungry candidate who actively seeks growth from every experience.

The power of consistency: the marathon, not the sprint

Hunger isn't a fleeting emotion; it's a long-term commitment to learning and improvement. Here's how to identify candidates who demonstrate consistent dedication:

• The lifelong learner: a hungry candidate is a lifelong learner. Look for evidence of their ongoing pursuit of knowledge, whether it's through online courses, industry publications, or attending workshops and conferences. This consistent self-improvement demonstrates a genuine passion for growth and a desire to stay ahead of the curve.

• Building a well-rounded skillset: don't just focus on skills directly related to the job description. Hungry candidates are always looking to expand their skillset and become more valuable assets. Look for evidence of them taking courses or pursuing learning opportunities outside their core area of expertise. This well-rounded approach demonstrates a hunger for knowledge that benefits both the individual and the organisation.

• Dedication over time: consistency is key. A candidate who has consistently displayed a hunger for learning throughout their career, not just in the lead up to the interview, is a valuable find.  Look for a track record of ongoing professional development, a commitment to staying current with industry trends, and a dedication to honing their craft.

Applying yourself: initiative and ownership

Hunger isn't just about wanting to learn; it's about actively applying that knowledge and taking ownership. Here's how to identify candidates who go the extra mile:

• Proactive problem-solving: hungry candidates don't wait to be told what to do. They actively seek out opportunities to apply their skills and solve problems. During the interview, delve into situations where the candidate identified a challenge and took initiative to address it. Did they propose innovative solutions, develop new processes, or take ownership of a project to drive positive outcomes?

• Going beyond the job description: look for evidence of the candidate going above and beyond their assigned role in previous positions. Did they volunteer for additional responsibilities, participate in cross-functional projects?

Unearthing it all: interview techniques that reveal potential

So, how do you translate these insights into actionable steps during the hiring process? Here are some tips:

• Behavioural interviewing: move beyond the generic "tell me about a time" questions. Embrace behavioural interviewing techniques that delve into specific situations and ask candidates to describe their actions, thought processes, and the outcomes. This allows you to assess their problem-solving skills, decision-making abilities, and how they navigate challenges – all crucial indicators of a hungry candidate.

• Open-ended questions: ditch the yes/no questions. Instead, ask open-ended questions that spark conversation and encourage candidates to elaborate on their experiences. For example, instead of "Are you a team player?", ask "Tell me about a time you had to collaborate with a team that had diverse working styles."  This open-ended approach allows you to assess their soft skills, communication style, and how they approach teamwork – all key aspects of a hungry candidate.

• Passion projects: inquire about the candidate's personal projects. Do they have a blog, a side hustle, or volunteer work they're passionate about? These projects can reveal a wealth of information about their interests, how they apply their skills outside of work, and their overall drive to learn and contribute.

Here are some specific questions you can ask:

• "Tell me about a time you had to learn a new skill to be successful in a role."

• "How do you stay up-to-date with the latest trends in your industry?"

• "Describe a situation where you had to overcome a significant challenge. What did you learn from the experience?"

• "Can you tell me about a personal project you're passionate about? What drives you to pursue it?"

• "What are your long-term career goals? How do you see this role helping you achieve them?"

The Lomax Recruitment advantage: hunger hunting for high performers

At Lomax Recruitment Group, we go beyond the CV/resume to identify candidates with a burning desire to excel. Here's how we leverage the concept of hunger to build high-performing teams for our clients:

Targeted candidate outreach: we don't just rely on job boards. Our experienced recruitment specialists actively seek out individuals who demonstrate the hallmarks of hunger. We attend events, network with professional organisations, and leverage platforms to connect with passionate and driven professionals who may not be actively searching for new opportunities. We also understand that hunger can manifest in many ways. Someone who thrives in a fast-paced start-up environment will likely have a different hunger profile than a candidate seeking stability in a well-established organisation. Our targeted outreach considers these variations, ensuring we connect the right kind of candidate with the right opportunity.

Real conversations, not just CVs/resumes: we believe in fostering genuine connections with candidates. Before we even submit a candidate for a role, we take the time to have in-depth conversations about their career aspirations, their skillsets, and what motivates them. This allows us to unearth their hunger for learning, growth, and contribution, ensuring a perfect fit for both the candidate and the company. We go beyond the surface-level questions and delve deeper to understand their intrinsic motivators. What are the things that truly get them excited about coming to work each day? What kind of challenges do they find stimulating? By understanding their "why," we can ensure they're placed in a role that allows them to not only excel but also find deep fulfilment in their work.

Tailoring the perfect match: we understand that "hunger" manifests in different ways. By taking the time to understand your company culture, your specific needs, and the ideal candidate profile, we can tailor our outreach to attract individuals whose hunger aligns perfectly with your organisation's goals. For a company seeking innovation and disruption, we might target candidates with a strong track record of self-directed learning and a willingness to challenge the status quo. On the other hand, a company prioritising stability might seek a candidate who demonstrates a hunger for continuous improvement within a well-defined structure. Our in-depth consultations allow us to grasp the specific type of hunger that will thrive within your unique environment.

In today's dynamic business landscape, a focus on experience alone isn't enough. By prioritising hunger – that insatiable desire to learn, grow, and contribute – you'll build a team of high performers who are ready to tackle challenges, embrace change, and propel your business towards long-term success.

Partner with Lomax Recruitment Group, and let us help you find the talent that's hungry to make a difference.