Chances are, the people you work with are bright. And uncurious.

Near the top of my list of things entrepreneurs can stop doing in order to inch closer to greatness, this is a big one.

Did you know she graduated from Harvard?

[Big shot] said we can’t afford to lose him.

I hear she’s about to take another offer.

He is so connected. He’ll bring in so much business!

These are some of the stupid things we say before hiring uncurious people.

Assuming a person’s resume and references are exception and they actually fit the bill in terms of qualifications, what if you went a few extra steps and determined just how curious they really are?

Ask them about their favorite music, movies, food, pets, hobbies … anything that ignites a spark of passion. No spark? Maybe no hire.

Whoa … she just got really fired up talking about her cat Cobain!

Interesting name for a cat, you think. OK. Turn on your Passion-O-Meter and let’s find out how curious this woman really is.

How many cats are we talking about?

Why cats and not dogs? (Response limited to one minute!)

How did she find the cat? (Expensive import? Animal rescue?)

Is she a Nirvana fan? Does kitty smell like teen spirit?

That’s when she tells you she livestreamed her cat 24/7 while attending graduate school. That’s right: Cobain has 5,412 followers on Instagram. Turns out, Ellen Degeneres tweeted happy birthday to Cobain. On live TV.

See where I’m going with this?

This is the point where we lose many of our HR friends who use algorithms and online subscriptions for “acquiring” talent. Which is too bad. Because this is precisely how many of them screw themselves out of hiring right.

Software can’t evaluate people at the soul level. Not yet. And if we can’t tap into a person’s inner creator, this is a problem. Even if you’re a bookkeeper.

If you’re the praying kind, you probably believe like me, that we are all born to create. This makes us C-U-R-I-O-U-S. Creators are not satisfied until they understand how stuff works and why things cannot be made better.

I’m sure there must be a scientific method for identifying a candidate’s level of curiosity, and if there is, it needs to be made more accessible to entrepreneurs. In the the meantime, stop considering new hires because they simply match a job profile. Look for people who demand to know what’s next? What happens if I succeed? What happens if we fail?

What else can I do? Where else can I go? What’s possible?

Curiosity may kill cats but it may be just the thing that your venture needs.