What does 'grit' mean in a professional context?

In a professional context, grit refers to an employee's resolve, tenacity, and endurance. It signifies the ability to proactively get work done without needing constant direction.

How can a hiring manager identify grit in a job candidate?

A hiring manager can identify grit by asking interview questions that explore a candidate's passion, their actions to pursue that passion, what they value in a workplace, and their sense of hope.

Why is passion important when hiring for grit?

Passion for something, even outside of work, suggests a candidate has the capacity to become deeply committed. It is easier to channel existing passion toward business goals than to create it from scratch.

Does a candidate's experience in a difficult job indicate they have grit?

Yes, candidates who have successfully persevered through challenging work situations or failing companies have often developed significant grit and resilience, making them valuable employees in a crisis.

Hiring for Grit: How to Identify Tenacious Candidates

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What Is Grit in the Workplace?

Grit is a critical quality in top-performing talent, yet it can be difficult to identify during the hiring process. Employees with grit demonstrate a powerful combination of resolve, tenacity, and endurance. They are proactive individuals who take initiative, identifying what needs to be done and executing without waiting for instruction. These are the employees who drive progress and deliver results.

While the concept is simple, evaluating a candidate for this trait is challenging. Unlike technical skills, grit is not easily quantifiable. It requires a deeper look into a candidate's mindset and past experiences.

How to Identify Grit in Job Candidates

Since there isn't a standardized test for grit, hiring managers must rely on sharp questioning and interviewing skills. Focus on the following four areas to better understand if a candidate possesses true grit or is simply saying what they think you want to hear.

1. Look for Passion

Individuals with grit are passionate about something. This passion doesn't have to be work-related. If a person has a deep, genuine passion for any area of their life, it is a strong indicator that they have the capacity to become passionate about your business and industry. It is challenging to instill passion in someone who lacks it entirely.

2. Verify They Are a "Doer"

Passion alone is not enough. A candidate with grit will back up their stated passions with action. When a candidate discusses what they are passionate about, ask for specifics on how they pursue it. Many people will claim a passion but have taken no tangible steps to engage with it. True grit is demonstrated by active pursuit, not just passive interest.

3. Understand What Matters to Them

Ask candidates what matters most to them in a work setting. Those with grit will often have a clear and immediate answer ("I want a workplace that allows me to…"). They know their priorities. Other candidates may hesitate or try to give an answer they think you want. This clarity of purpose is a hallmark of a grit-driven individual.

4. Gauge Their Sense of Hope

To persevere through inevitable challenges, a person must have an underlying sense of hope. This isn't about whether they see the glass as half-full or half-empty; it's about having the conviction to find a solution regardless of the circumstances. An individual with grit possesses the resilience to keep moving forward, confident they can find a way to succeed.

The Value of "Battle-Tested" Experience

Conventional wisdom often favors hiring candidates with perfect resumes from top-tier companies. However, these "unscarred" candidates may have never been tested in a way that reveals their grit.

Consider candidates who have "battle wounds" from previous roles. Those who have navigated failing projects or struggling companies and emerged resilient have already demonstrated their grit. Their experience in adverse conditions is a testament to their ability to persevere when faced with difficulty. These are the employees you want on your team when challenges arise. '''

Best Practice Institute

Best Practice Institute is the research organization behind Most Loved Workplace® certification, the SPARK Model, the Love of Workplace Index™ (LOWI™), and The Workplace Report.

The Workplace Report

The Workplace Report is BPI's original workplace culture research and editorial briefing series for CEOs, CHROs, people leaders, talent leaders, and employer-brand teams. It turns BPI's 25 years of research, Most Loved Workplace® certification data, SPARK findings, and current workforce signals into practical analysis leaders can use.

The report format includes executive summaries, research-backed articles, company examples, methodology notes, and practical implications for retention, hiring, culture, leadership, and employee experience. New research and analysis is published on an ongoing editorial cadence at /workplace-report.

4 Tips for Hiring Candidates Who Have True Grit!