I recently heard the tail-end of an interview on Sirius Radio (no idea who it was) about candidate application questionnaires when interviewing for jobs. One of the questions asked was so telling on what really motivates a potential employee. That question was simply, “what’s on your bucket list?”.
If you are unfamiliar with bucket lists, here is a quick google definition:- “a number of experiences or achievements that a person hopes to have or accomplish during their lifetime”.
So what does this question have to do with hiring employees? Take the marketing agency I’m currently with (50 person agency in Atlanta). If someone answers the bucket list question with: Own a super yacht, own a gulf stream to travel the world, have a mansion in each continent….Bucket list items like these are most likely not going to be attainable working for an agency, and as a result, we’d never be able to make someone like this happy during their career with us. What’s more likely is that they’d work for us for a few years (or less), then move in search of fulfillment of their dreams (successfully or unsuccessfully), but in that time as an employee we would have done little to effect the experiences and achievements they desire. In other words, at some point they won’t value or feel enriched with the employment experience with us.
On the other hand, if the candidate answers the bucket list question with: I’d like to go sky diving, fly first class one day, learn how to speak Spanish, drive a race car, live in a new city, give back to the elderly….These bucket list items are items our company can work to full-fill. If someone is performing like a rock star and we have the means to give them a certificate to go sky diving as an example, or perhaps live in a new city when the company expands into new markets, etc.; the net effect is that we are helping them enrich actual experiences they hoped to accomplish in their lifetime. Items like these (not all) are within our means and as a result you’d have an employee that’s happier and loyal. As a company, I’d rather we have an ability to positively effect an employees happiness and dreams than disappoint them during there career life journey. I’d rather give them something from there bucket list than a random bonus that has no meaning.
So next time you are interviewing someone, ask the question and see if your in a company that could actually help that person achieve some of the bucket list items. The theory I heard on the radio interview was that, if you can, hire the candidates with attainable bucket list items (not all the items, but some), then you’ll have a solid hiring experience and equally the employee will as well. I like the theory, what do you think?
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