If you have, you’re certainly not alone.
In fact, according to Leadership IQ, attitude causes 89% of mishires. Characteristics like emotional intelligence, coachability, and temperament all determine whether a new hire succeeds or fails – far more than hard skills do. As a result, hiring for attitude has become more important than ever, especially in today’s high-stress economy.
But attitude can be tough to assess. After all, as leading Tempe recruiters, PrideStaff knows that a candidate can certainly act one way in a job interview and completely different once hired.
So what can you do to find candidates with the right skills – and the right attitudes? Here are 5 tips to get you going:
Tip#1: Define the Types of Personalities that Work Well at Your Company.
Whether you have a more formal culture, or a laid back one, think about the types of personalities that work well at your company and fit in with the culture. When you’re evaluating job candidates, look for individuals who demonstrate those same traits and attributes.
Tip #2: Ask Behavioral Questions, But Don’t Lead Candidates.
One of the best ways to evaluate a candidate is to ask behavioral questions about how they dealt with a specific situation or problem.
For instance, it may be helpful to ask a candidate to talk about a time they had a conflict with a colleague. That said, don’t go a step too far and lead the candidate by saying “Tell me about a time you had a conflict with a colleague and how you resolved it.” A smart candidate will know how to position a challenge as a learning experience.
Tip #3: Ask About Culture.
In other words, ask each candidate what kind of culture and work environment they feel they fit in best. If a candidate is free-spirited and gregarious, they may not mesh well in a more buttoned up work culture.
Tip #4: Ask Follow Up Questions.
Many candidates have a prepared and scripted answer to common interview questions, making it hard to evaluate their true colors. That’s why you need to dig deeper and ask follow-up questions.
For instance, by following up with “Tell me more,” or “Why do you think that is?,” or “Why did you choose that approach?”, you’re forcing the candidate to reveal whether there’s real substance behind their initial canned answer.
Tip #5: Think About How Much You’re Willing to Invest in Someone With the Right Attitude…But Not A Lot of Experience.
In other words, if you found a candidate with the right fit attitude, who didn’t have a lot of experience, would you be willing to invest more time and resources into training them? How much extra would you be willing to invest?
Need Expert Help Hiring?
If you’d like help from the hiring experts, let PrideStaff know. As leading Tempe recruiters, we can source, screen, interview and help you hire candidates with the right skills – and the right attitudes – for your organization.