Hiring for Attitude Conclusion

Key Concepts of Hiring for Attitude

• Attitude is crucial for success: Determining success or failure in hiring, from hourly employees to CEOs, frequently hinges on attitude.
• Organizational Culture & Attitudes: Ideal attitudes for high performance vary across cultures. Understanding your organizations' unique culture is key to identifying the right candidates. This knowledge becomes the "secret source of competitive advantage".
• Interview Questions and Attitude Assessment: Standard interview questions are often ineffective for assessing attitude and may even be legally problematic.
• Targeted Attitude Interview Questions: Develop questions specifically focusing on the attitudes most essential for your organization's success. This should define the "Brown Shorts Interview Questions".
• Objective Attitude Assessment: Establish clear criteria for evaluating responses, forming an "Answer Guidelines" system, avoiding subjective judgment.
• Language as a Predictor of Attitude: The grammar and word choice (pronouns, verbs, adverbs) significantly predict whether a candidate will fit well.
• Effective Recruitment Strategies: Most companies' recruitment processes attract candidates who don't align with the organization's needs. To tackle this, develop a targeted formula and identify the most suitable candidates.
• Employee Development & Attitude: Enhancing existing employee performance by promoting the right attitudes through the application of "Word Pictures", is as important as recruitment.
• Hiring for Attitude Certification: A certification program is available offering in-depth skills in attitude-based hiring. This can benefit hiring managers and candidates alike.