Hiring for Attitude Preface
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Questions and Answers

Prior to the book's publication, what was the common perception of 'high performers with bad attitudes'?

  • They were admired for their outspokenness and lack of filter.
  • Their skill was the primary determinant of their performance, while attitude was less relevant. (correct)
  • They were seen as valuable due to the competitive advantage they provided.
  • Their attitude was considered a crucial factor for their high performance.

    • Why is it more difficult to hide employees with bad attitudes in today's world?

  • Companies actively encourage transparency to prevent these situations arising.
  • There are fewer methods of digital communication available now than before, so word spreads quickly.
  • Social media allows employees to share their opinions widely, making internal secrecy impossible. (correct)
  • Salaries and bonuses are now public knowledge, making it impossible to disguise issues.

    • How can employees' use of social media impact a company's image?

  • Positive social media posts from employees can serve as free marketing, attracting new talent and customers. (correct)
  • Companies can control employee social media usage, so overall impact is minimal.
  • Negative social media posts are ignored by potential candidates and customers.
  • The impact of social media on a company's reputation is negligible.

    • What happens when employees dislike their employer and colleagues and post about it?

    <p>They can scare away potential candidates and damage the company's reputation. (A)</p> Signup and view all the answers

    Why does the author suggest the book 'Hiring for Attitude' has become more relevant?

    <p>Because the increased usage of social media and digital communication has highlighted the importance of attitude. (B)</p> Signup and view all the answers

    What is the ultimate determinant of a company's success?

    <p>The employees' attitudes. (D)</p> Signup and view all the answers

    How does mentioning 'we are motivated, committed, accountable' help companies?

    <p>It can be used as a tool for reinforcing the values of a company amongst existing staff. (D)</p> Signup and view all the answers

    What was the primary focus of hiring practices before the shift towards valuing attitude?

    <p>Targeting candidates with specific and rare technical abilities. (D)</p> Signup and view all the answers

    Which of the following best describes the concept of 'Talented Terrors' as presented in the text?

    <p>Individuals who possess exceptional talents but have extremely difficult personalities. (C)</p> Signup and view all the answers

    What is one significant negative impact of 'Talented Terrors' on a workplace?

    <p>They can drain energy and disengage the most high performing colleagues. (A)</p> Signup and view all the answers

    What is an important reason as to why some high performers are less engaged within a company?

    <p>Because they are forced to work with colleagues who have negative attitudes, disengaging them from wanting to contribute to the company. (D)</p> Signup and view all the answers

    Which statement best reflects the shift in hiring mindset discussed in the text?

    <p>Companies have moved from focusing solely on skill to also prioritizing attitude in potential hires. (C)</p> Signup and view all the answers

    What specific traits or behaviors indicate a 'Talented Terror' according to the text?

    <p>Narcissistic, blaming, negative, and inflexible attitudes. (D)</p> Signup and view all the answers

    How does the text characterize the impact of working with a 'Talented Terror'?

    <p>It's compared to being drained by an emotional vampire which is demotivating. (B)</p> Signup and view all the answers

    What significant contribution did Hiring for Attitude make to the understanding of workplace performance?

    <p>It highlighted the concept that individuals with negative attitudes are essentially low performers. (C)</p> Signup and view all the answers

    Flashcards

    Hiring for Attitude

    An approach prioritizing attitude over skills in hiring practices.

    Talented Terrors

    Individuals with high skills but poor attitudes that harm team dynamics.

    High Performers

    Employees who consistently deliver excellent results.

    Low Performers

    Employees who fail to contribute positively to team efforts.

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    Work Engagement

    The level of enthusiasm and commitment an employee has toward their work.

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    Resilience

    The ability to recover quickly from difficulties.

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    Innovation

    The process of translating ideas into valuable products or services.

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    Hiring for Skills

    A traditional recruitment focus on qualifications and experience.

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    Employee Attitude

    The mindset and emotional outlook employees have towards their job and employer.

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    Social Media Impact

    The role of social platforms in shaping employee opinions about their employers.

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    Branding through Employees

    The concept of employees promoting a company positively through their social media.

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    Negative Messaging

    The adverse opinions about a company shared by disgruntled employees online.

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    Employee Advocacy

    When employees actively promote their company and its culture online.

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    Study Notes

    Hiring for Attitude - Study Notes

    • Hiring for skills was dominant in 2011, but today's chaotic world needs resilient, innovative, proactive, determined, passionate, and flexible employees. These are attitudes, not skills.
    • A skilled engineer with a top degree and experience was once highly sought after, but now, employers also assess attitudes (e.g., narcissistic, blaming, negative, inflexible) which impact team dynamics.
    • Talented Terrors (employees with strong skills but poor attitudes) are actually low performers. Previously, these individuals were seen as high performers with bad attitudes.
    • High-performing employees are increasingly disengaged when working with Talented Terrors. This is reflected in studies showing that high performers in some companies are less engaged than low performers.
    • Companies have difficulty masking poor attitudes today due to social media. Employees are sharing their feelings about the job and company.
    • Positive employee attitudes (motivated, committed, accountable) are a valuable recruitment tool. Social media allows employees to share company values and attract new recruits.
    • Negative employee attitudes repulse potential candidates and reflect negatively on company reputation.
    • The importance of attitude in hiring and retention has only increased in recent years. Skills are necessary, but employees' attitude is crucial to company success.

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    Description

    Explore the critical shift in hiring practices from valuing skills to prioritizing attitudes in today's workforce. Learn how employee attitudes can significantly impact team dynamics and overall company performance. Understand the implications of hiring Talented Terrors and the importance of fostering a positive work environment.

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