Hiring for Attitude: A Fresh Approach to Recruitment – with thanks to the Help to Grow Management Course session, our colleague Emma Ireland for attending the webinar & providing a detailed summary of the finding and Mehak Gupta, our graduate trainee for preparing this article.
In todays’ competitive job market, traditional hiring practices often fall short. A recent webinar on “Hiring for Attitude” has challenged conventional wisdom and offers innovative strategies for building high-performing teams.
The webinar began by asking participants to reflect on brilliant colleagues, focusing on soft skills like enthusiasm and dedication rather than qualifications.
This simple exercise demonstrated that recruitment thinking should be about more than just qualifications.
Key Findings
Eligibility vs. Suitability
A key study presented revealed that eligibility (qualifications, experience) was far less important than suitability (aptitude, versatility) in predicting job performance. The surprising finding: low eligibility combined with high suitability often led to successful outcomes, with employees showing significant growth potential.
Expected Outcomes
The study outlined four scenarios based on eligibility and suitability:
- High eligibility + high suitability: Ideal fit
- Low eligibility + low suitability: Poor fit
- High eligibility + low suitability: Poor fit
- Low eligibility + high suitability: Surprise fit
Observed Outcomes
The outcomes observed in real-world settings were equally revealing:
- High eligibility + high suitability: Often led to dissatisfaction and turnover.
- Low eligibility + low suitability: Rarely hired, but problematic when they were.
- High eligibility + low suitability: Resulted in significant issues and reluctance to leave.
- Low eligibility + high suitability: Frequently performed well with room for growth.
Strategies for Hiring the Right Attitude
The webinar emphasised several crucial points:
- Avoid “quiet quitting” by screening for genuine engagement.
- Rethink over-reliance on qualifications.
- Use aptitude tests carefully, focusing on relevance and benefit.
- Conduct interviews that reveal true personality:
- Prefer 1-on-1 over panel interviews.
- Meet multiple team members in smaller settings.
- Assess cultural fit without sacrificing adaptability.
- Ask open-ended questions to gauge problem-solving skills and attitude.
- Reconsider reference checks, potentially opting for direct conversations in crucial hires.
Cultural Fit vs. Cultural Add
The webinar also discussed the importance of cultural fit versus cultural add:
- Cultural Fit: Hiring someone who fits the existing culture can perpetuate the status quo.
- Cultural Add: Bringing in someone who complements and enhances the culture can drive innovation and adaptability.
Additional Insights
Importance of Complementary Skills
The discussion highlighted how less successful companies often tend to hire “people like us”, focusing solely on innovative or driven individuals. In contrast, successful companies hire people with different skill sets, such as team players or those with attention to detail, to create a well-rounded team.
Over-Reliance on Qualifications
The webinar emphasised that there is an over-reliance on qualifications. While important, they should not be the sole focus. Aptitude tests can be useful but should only be used if they add value. If not necessary, they should be avoided.
Practical Tips for Interviewing
To hire someone with the right attitude:
- Avoid Panel Interviews: This helps in seeing the actual person.
- Prefer 1-on-1 Interviews: More personal and revealing.
- Conduct Multiple Short Interviews: Engage various team members in short interviews, like speed dating.
- Assess Values: Try to find out someone’s values and see if they align with the companies.
- Cultural Fit vs. Add: Determine whether you need a cultural fit or a cultural add.
Questions to Ask
When hiring for attitude, ask open-minded questions that allow someone to talk and expand, such as:
- “Explain to me a time when things went wrong and what you did to rectify them.”
- Resist the urge to fill silences; let someone speak and you’ll see more of the real them.
References
References are less relevant than they used to be due to the propensity of firms providing factual references. However, in the case of a crucial hire, it might be worth calling the referee for a direct conversation.
Conclusion
By prioritising attitude and cultural fit alongside skills, companies can build more dynamic, adaptable teams ready to face future challenges. This fresh approach to recruitment not only identifies potential high performers but also cultivates a more engaged and motivated workforce.
Implementing these strategies can transform your hiring process, ensuring that you not only find the right people but also create an environment where they can thrive. This approach will help in avoiding “quiet quitting” and over-reliance on qualifications, ultimately leading to a more successful and harmonious workplace.
Further Information
The Help to Grow Management Course is a UK government subsidy backed course aimed at generating growth in small businesses. For further details visit the Small Business Charter pages. Emma Ireland attended a session in June 2024 hosted by Professor Lebene Soga – the webinar is available for viewing online here: https://helptogrowalumni.org/events/webinar-hire-for-attitude-train-for-skill/
