Hiring for Attitude – what you Hear is what you get
Date: 10th March 2016
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shutterstock_241408513The recruitment world is being seriously shaken up. There are less candidates, more jobs and, if you believe the rumours, less skills!

It’s more important than ever that companies invest in their recruitment strategy, in order to secure the right employees for their team. We know that poor hiring mistakes can cost huge amounts of time and money, but also upset staff morale and impact overall working performance.

How can you avoid a hiring mistake?

We have often talked about the importance of hiring for attitude, rather than skills. And it seems as though others are starting to cotton on to the enormous benefits of this recruitment approach!

“Attitude is the most important word in any language. Your attitude controls every aspect of your life. Attitude should definitely be taught in all schools and every business course…”  Bob Proctor

A growing number of employers now understand that a candidate’s skills and competencies are far less desirable qualities to rely on in the workplace when compared to motivations and attitude.

Just because they CAN do the job, it doesn’t mean they WANT to.

The problem hiring managers now face, is just how do you judge someone’s attitude and motivation?

Exactly what questions can you ask to get a real understanding of the candidate’s actual mind-set, rather than pre-rehearsed skills based response?

Are you all ears? Here is our simple way to discover your candidate’s motivations towards work…

If you’re in an interview situation, this is a simple opener that is extremely effective to start digging into a candidate’s mind-set: 

Question: What is important to you in your work – what has to be there for you?

Action: Write down word for word what they say and use their exact words when asking follow up questions (this elicits more unconscious responses, builds rapport and gives you a glimpse into their ‘criteria’ and ‘attitudes’ towards work).

Assessing attitude isn’t always an easy thing to do in a short space of time. Having a tool like the Language and Behavioural (LAB) Profile up your sleeve to help you interpret a candidate’s motivations whilst they are talking, is a must have!

But how exactly could the LAB Profile help?

Once you’ve got your candidate to start talking, listen. In which direction is their motivation moving?  Towards something, such as achieving goals? Or away from things and situations they don’t want to happen?

For example, if a candidate is using Toward language – “My previous job went very well, and I enjoyed achieving my targets each month” it suggests they need goals to stay motivated, and they wither when there is no clear direction to move toward.

If however you pick up that they are using more Away From language – “I love to solve problems that no-one else can because they will cause real issues down the line if I don’t” then they are motivated to trouble shoot and problem solve, rather than achieve goals.

“You can learn expertise and gain experience, but attitude is inherent.” Richard Branson

Do you want to make sure you’re hiring people with great attitudes, who will contribute to your company’s success?

Then LAB Profiling is the most accurate scientific recruiting tool available to hire people motivated to do the job you need doing.  Unlike many of the 2500 psychometric tests on the market that are based on the belief that personality traits are constant, the LAB Profile recognises that our personalities are NOT fixed.  We change our behaviour in different contexts and it is VITAL to know what triggers people to make decisions, act and thrive at work.



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