Picture this: You're having an interview with the CEO of a reputable company. When they ask you what's your dream job, you respond by saying you want their job. Pretty ballsy move, huh?

If you were in that interview with Jeff Weiner -- CEO of LinkedIn -- that would've been the right answer to give.

In an August interview with CNBC, Weiner talked about how he always asks the question: "What's your ultimate dream job?" to evaluate fit when hiring. Jeff says that the specificity of the candidate's answer helps him get a sense of who they are. If they know exactly what they want, they're much more capable of acting upon it.

Weiner also said that he "loves it" when people answer his question by saying that they want his job. As he put it: "Somebody who has that clear sense of what they want to do longer term is the kind of person you want to take the time to coach and potentially mentor, especially when they have the raw materials and the aptitude to do something like that."

Hire for determination, not skills.

We often hire the people who we think can contribute the most to our company. Here's where we go wrong: In trying to determine how much a candidate can contribute, we often hone in on their skill sets and ignore other factors.

I've spent thousands of hours on hiring in just the past few years, and I've come to realize that the winning strategy is to hire for determination -- not skills. You need someone who's going to show up and tackle the challenges they face at work with enthusiasm, not someone who just wants to cruise by.

Ideally, of course, you'd build a team of rock stars who have it all -- skills and determination. If you have to sacrifice one over the other, remember that you can easily teach skills. You can't teach a winning attitude.

Here's how to tell if your candidate has the right attitude.

Identifying candidates who are a good attitude fit is simple. Just ask the right questions. Weiner's question is a good place to start off: What's your ultimate dream job?

I also like to ask my candidates about their career goals. If they can't really talk descriptively about them, or they simply say something like hoping to be promoted to a managerial position in three years, it's a no-go. On the other hand, if the candidate talks about their career goals with passion and energy, and they have a clear vision of what they want to do, that's a good sign.

The next time you interview for an open position, watch out for the candidates who can clearly communicate their goals and passions. They'll prove invaluable to your company.