Types of intellectual curiosity and how to tell if a candidate has it
With the sales and marketing industry evolving at a rapid pace thanks to technological advancements, companies rely on employees at all levels and adapt as quickly as possible. When managers hire candidates who have significant industry experience, they sometimes find that those professionals are too ingrained in their familiar way of doing things.
The right candidates, by contrast, are leaders with a thirst for knowledge and the capacity to quickly master new information—regardless of their familiarity with a certain industry.
Leaders—particularly in the sales and marketing fields—dedicate a good amount of time and resources to keeping their employees motivated and ensuring that they’re continuing to grow and develop. Intellectually curious people, however, take care of a lot of this on their own. Curious employees are more likely to improve themselves by pursuing formal learning opportunities, sparking conversations with other professionals and seeking out new challenges.
When candidates have an insatiable drive for learning about people, their situation, problems, and successes, they’re more likely to bring innovative new strategies and ideas to their new companies. These are the candidates who, instead of sitting back and waiting for the next assignment, are more likely to approach their managers with thoughts on cutting-edge approaches to familiar problems and ways to stay ahead of competitors.
There are a number of other important qualities to prioritize when you’re hiring outside of your industry, including decision-making confidence, professional presence and inclusive leadership.
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