Identifying candidates with serious attitude issues is not overly difficult however it can be a completely different ball park unmasking poor or inappropriate attitudes when the person is highly skilled – an interviewer can easily become beguiled especially when the skills they are seeking are in short supply!
The Oxford Dictionary states that Attitude is – “A settled way of thinking or feeling about something” (www.oxforddictionaries.com/definition/english/attitude)
That makes if pretty difficult to measure so attitudes need to be translated into actions – those actions in your organisation that lead to high performance, what are the characteristics that your high performers have in common?
Mark Murphy, Leadership IQ states that there are some definite characteristics that can assist recruiters and managers in identifying high from low performers. Murphy, M. (2012), Hiring for Attitude, McGraw Hill, USA
The list includes the following characteristics as important critical predictors of high performance;
To build on this strategy it is important that each organisation is aware of which characteristics predict high performance from those that can strongly indicate ordinary to low performance.
Keep an out for the next edition to this blog where we will discuss FOGGY language and how the application of this in job advertising and position descriptions can greatly reduce an organisation’s chances of recruiting high performers!
If you want to find out more around recruiting for the right Attitude now that may assist your organisation’s hiring success rate contact Cheryl McCormack at email@example.com or call +61 2 9212 6800 for a confidential discussion.