Hiring for Attitude: A Revolutionary Approach to Recruiting and Selecting People with Both Tremendous Skills and Superb Attitude

Hiring for Attitude: A Revolutionary Approach to Recruiting and Selecting People with Both Tremendous Skills and Superb Attitude by Mark Murphy introduces a unique approach to hiring that goes beyond skills and focuses on assessing candidates' attitudes and cultural fit. Murphy argues that hiring individuals with the right attitude is essential for long-term success and offers practical strategies for identifying and selecting candidates with the desired attitude.

The book begins by challenging the conventional hiring wisdom that primarily focuses on evaluating technical skills and qualifications. Murphy highlights that skills can be taught and developed, but attitudes are intrinsic to an individual's personality and are harder to change. He argues that attitude plays a crucial role in determining a candidate's performance, teamwork, and overall fit within the organisation.

Murphy outlines a framework for assessing attitude during the hiring process. He presents a variety of attitude types, including Go-Getter, Innovator, Stabiliser, and Team Player, and provides guidance on how to identify these attitudes through well-designed interview questions and behavioural assessments. The author stresses the importance of aligning the candidate's attitude with the organisation's values and culture to ensure a strong fit.

One of the key aspects of "Hiring for Attitude" is the concept of "attitude-based interviewing." Murphy introduces the concept of using behavioural-based questions to uncover candidates' attitudes and behaviours in specific situations. He provides a list of sample questions and suggests using the CAR (Context, Action, Result) framework to structure interview responses effectively.

The book also addresses potential challenges that recruiters may face in assessing attitude during the hiring process. Murphy offers strategies for avoiding common pitfalls, such as confirmation bias and relying solely on first impressions. He emphasises the importance of conducting thorough reference checks, assessing past behaviours and achievements, and seeking multiple perspectives on the candidate.

Furthermore, "Hiring for Attitude" highlights the significance of cultural fit and the role it plays in hiring for attitude. Murphy highlights that candidates who align with an organisation's values and beliefs are more likely to thrive and contribute positively to the company's culture. He provides strategies for evaluating cultural fit, including incorporating cultural fit questions into the interview process and involving current employees in the assessment.

In addition, the book addresses the benefits and impact of hiring for attitude. Murphy argues that selecting candidates with the right attitude leads to higher employee engagement, improved teamwork, and reduced turnover. He provides real-world examples and case studies to demonstrate the positive outcomes that organisations can achieve by adopting an attitude-based hiring approach.

In summary, "Hiring for Attitude: A Revolutionary Approach to Recruiting and Selecting People with Both Tremendous Skills and Superb Attitude" offers a fresh perspective on the hiring process. Murphy presents a comprehensive framework for assessing candidates' attitudes, focusing on cultural fit, and aligning attitudes with organisational values. By emphasising the importance of hiring individuals with the right attitude, the book provides practical strategies for improving the quality of hires, fostering a positive work environment, and driving long-term success within organisations.

The key takeaways from this book

1. Attitude is a critical factor in hiring: The book explains that attitude plays a crucial role in an individual's performance, collaboration, and overall fit within an organisation. Skills can be developed, but attitudes are deeply ingrained and harder to change. Prioritising attitude during the hiring process helps ensure long-term success.
2. Assess attitude through behaviour-based interviewing: The book introduces the concept of attitude-based interviewing, which involves using behavioural questions to assess candidates' attitudes and behaviours in specific situations. By structuring interview questions around the desired attitudes and values, recruiters can gain valuable insights into candidates' mindset and cultural fit.
3. Align attitudes with organisational values and culture: Hiring candidates who align with an organisation's values and culture is essential for fostering a positive work environment. The book emphasises the importance of assessing cultural fit during the hiring process to ensure that candidates not only possess the desired attitudes but also integrate well into the existing organisational culture.
4. Avoid common pitfalls and biases: The author cautions against common pitfalls, such as confirmation bias and relying solely on first impressions. The book provides strategies for conducting thorough reference checks, assessing past behaviours and achievements, and seeking multiple perspectives to make informed hiring decisions.
5. Impact of hiring for attitude: The book highlights the benefits of hiring for attitude, including higher employee engagement, improved teamwork, and reduced turnover. By selecting candidates with the right attitude, organisations can foster a positive work environment, enhance collaboration, and drive long-term success.