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Hire for Attitude – Rather Than Aptitude

Hire for Attitude – Rather Than Aptitude

You might be one of the many who have carried low performers, on your team, hoping that they will change or you will change them. Neither is likely!

qThe most valuable thought I have gathered, in the nearly 60 years of sales and sales management experience is a phrase from the great book, First, Break All The Rules, by Marcus Buckingham and Curt Coffman. It said; People Don’t Change Much, Stop Trying to Put In What Is Not There, It Is Hard Enough to Get Out What is Already In.

I can’t tell you how many times I have tried and failed to change an employee. Nor can I tell you how many times I have seen others struggle to do the same. It seems to be inherent among mangers to want to change someone, to give them a chance, prove that you are not as bad at hiring as it appears, or to simply help them along. Maybe that is a good approach, but the truth is that in almost every case, the effort is hurting you and not helping them.

I can tell you, for certain, however, that if you have an underperformer on your team, members of the team are already asking themselves and others: Why is he/she keeping “so and so” on?

I suppose that there is no way to totally eliminate bad hires and the need to put in what is not there, but you can develop a philosophy that addresses the subject more efficiently that trying to fix a broken vessel. Let me just say here, the most of us are not dumb enough to hire someone that is broken and we are not sadistic enough to break someone that is not broken, even though it does sometimes happen.

Here is one tip that pays big dividends-always. Hire for attitude not aptitude.

It really does not matter whether the role to be filled is a sales role or a manufacturing role, having a good attitude is worth so much more than ability. Admittedly, there are some things people can’t do, even with the best of attitudes, but mostly if you have the right attitude; you are willing to do whatever it takes to do the job. Just ask yourself; which would I rather have on my team, someone who wants to do the job or someone who can do the job but doesn’t?

So then, the question becomes, how do I hire for attitude rather than aptitude? There are several effective means by which one can successfully hire for attitude, but the one we have found most effective is the use of an assessment that helps you see what you can’t see.

Possibly one of the simplest assessments is the DISC profile. Most DISC profiles are accurate, and easy to understand. But, whether you use DISC or some other tool that helps you see what is under the hoodEQ 2.0 of the next hire, you will continue to make more than your share of hiring mistakes if you don’t recognize the value of attitude in the hiring process.

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