Podcast
Questions and Answers
Prior to the book's publication, what was the common perception of 'high performers with bad attitudes'?
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?
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?
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?
What happens when employees dislike their employer and colleagues and post about it?
Why does the author suggest the book 'Hiring for Attitude' has become more relevant?
Why does the author suggest the book 'Hiring for Attitude' has become more relevant?
What is the ultimate determinant of a company's success?
What is the ultimate determinant of a company's success?
How does mentioning 'we are motivated, committed, accountable' help companies?
How does mentioning 'we are motivated, committed, accountable' help companies?
What was the primary focus of hiring practices before the shift towards valuing attitude?
What was the primary focus of hiring practices before the shift towards valuing attitude?
Which of the following best describes the concept of 'Talented Terrors' as presented in the text?
Which of the following best describes the concept of 'Talented Terrors' as presented in the text?
What is one significant negative impact of 'Talented Terrors' on a workplace?
What is one significant negative impact of 'Talented Terrors' on a workplace?
What is an important reason as to why some high performers are less engaged within a company?
What is an important reason as to why some high performers are less engaged within a company?
Which statement best reflects the shift in hiring mindset discussed in the text?
Which statement best reflects the shift in hiring mindset discussed in the text?
What specific traits or behaviors indicate a 'Talented Terror' according to the text?
What specific traits or behaviors indicate a 'Talented Terror' according to the text?
How does the text characterize the impact of working with a 'Talented Terror'?
How does the text characterize the impact of working with a 'Talented Terror'?
What significant contribution did Hiring for Attitude make to the understanding of workplace performance?
What significant contribution did Hiring for Attitude make to the understanding of workplace performance?
Flashcards
Hiring for Attitude
Hiring for Attitude
An approach prioritizing attitude over skills in hiring practices.
Talented Terrors
Talented Terrors
Individuals with high skills but poor attitudes that harm team dynamics.
High Performers
High Performers
Employees who consistently deliver excellent results.
Low Performers
Low Performers
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Work Engagement
Work Engagement
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Resilience
Resilience
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Innovation
Innovation
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Hiring for Skills
Hiring for Skills
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Employee Attitude
Employee Attitude
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Social Media Impact
Social Media Impact
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Branding through Employees
Branding through Employees
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Negative Messaging
Negative Messaging
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Employee Advocacy
Employee Advocacy
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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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