How can you stop hiring for skills and firing for attitude?

Most people in the hiring process place a higher value on the experience of an applicant. However, most failures are a result of attitude rather than a lack of experience. The employee’s attitude is simply not fit for the job.

We tend to hire for skills and fire for attitude. As professionals, we must change our way of thinking and consider attitude first, then the appropriate experience necessary for the position. Remember, the experience may not relate directly to years on the job. An applicant may have ten years of “experience”, but in those ten years, he or she simply has one year of experience repeated ten times, with no growth from year to year.

We should determine what the ideal candidate looks like by considering:

• What attitudes are needed for the job?
• How does the job reward superior performance?
• If you had an employee with the right attitude fit for the job, how long would it take to give them the right experience?

Often times this way of thinking will provide positive, long-term results. Reply via emial to find out how TTI’s patented process considers the job itself, rather than the individual, to provide a job benchmark for your next hiring move!
Most people in the hiring process place a higher value on the experience of an applicant. However, most failures are a result of attitude rather than a lack of experience. The employee’s attitude is simply not fit for the job.

We tend to hire for skills and fire for attitude. As professionals, we must change our way of thinking and consider attitude first, then the appropriate experience necessary for the position. Remember, the experience may not relate directly to years on the job. An applicant may have ten years of “experience”, but in those ten years, he or she simply has one year of experience repeated ten times, with no growth from year to year.

We should determine what the ideal candidate looks like by considering:

• What attitudes are needed for the job?
• How does the job reward superior performance?
• If you had an employee with the right attitude fit for the job, how long would it take to give them the right experience?

Often times this way of thinking will provide positive, long-term results. Reply via emial to find out how TTI’s patented process considers the job itself, rather than the individual, to provide a job benchmark for your next hiring move!