Skills can be taught, hire for attitude! The idea seems simple and easy to believe in, but difficult to implement because it is truly hard to unlearn bad habits. Actually, the concept of “Hire for Attitude, Train for Skills” is originally attributed to Herb Kelleher who is one of the co-founders of the US based Southwest Airlines. Indeed, finding people with the right personality and values is critical for an organization’s success and yes, making the wrong hiring decision can be a costly mistake. Recruiters following a traditional hiring model look for a specific set of job-relevant skills that are needed for a certain position within the company. They’ll look at things like background, education, or industry knowledge and to understand how that candidate fulfills the experience, qualifications, or abilities required for that role. If a bit confused, just think of Southwest Airlines and how it has become what they are now. Organizations that belong to the same industry such as the Southwest or have similar service may follow this popular concept. However, if you are in a different industry such as engineering, you may want to think twice and decide to allocate skills in some department and attitude for those who are in sales and marketing.
The main point of saying this is that only you can decide whether the particular role you’re hiring for could benefit more from a “hire for attitude, train for skill” approach or should it be more search for a specific skill. If a specific knowledge is required for the individual to successfully contribute to the company’s growth, think carefully about whether you or the team have the time and resources to train someone less experienced. If not, hiring at a higher salary and skill level seems to be more beneficial. Knowing what to look for in a potential new hire can’t happen until you know what your own company values and job requirements are. Do you have a defined culture or set of values that have been agreed on by the team, or are they more loose guidelines at this point?
The game changers at Southwest Airlines, who have prospered for nearly 40 years by challenging conventional wisdom in the airline business, have embraced the “hire for attitude” philosophy more intensely than any big organization I’ve encountered. This specific line always make me remember them who made this business strategy with KPIs a success and also the Heathrow airport in London. They are simply looking for what makes you who you are. When an employee reports to work, his attitude affects his work performance and can have an impact on the employee morale around him. Generally, workers with good attitudes have stronger performance, and workers with poor attitudes exhibit less-than-superior performance.
Success in business starts with finding the right person with the right attitude and people skills that will thrive within your company culture especially if you are in the service industry. Quite simply, skills can be taught. Attitude cannot be undone. You’ve probably had the experience of hiring someone who you thought was perfect for the job only to find out later that the person could not work within the organization. The employee you just hired may have the talent but not a good collaborator. When you think of how effective an employee is for an organization, a number of factors might come to mind such as intelligence, skill, training, and more. However, as important as these matters are, perhaps there is an even greater and more influential factor and that would be the attitude.
A person who is a good collaborator is someone who beyond being competent has an attitude that coincides with your corporate culture. Hiring people with talent but are not suited to the work environment may result in problems of maladjustment and crumpy work motivation which in a straightforward perspective of people who can’t make things happen without stressful arguments. In other words, finding the right person with the right attitude and mindset may be the right way to guarantee smooth relationships within the organization and which also, would lead to a better performance. Due to teamwork relationship problems such as difficulty adapting cooperating and listening, companies should start seeing the value of attitude in the workplace. Choose the right person for your organization! For myself, working as a virtual assistant would also mean helping my customer get the desired level of reach in terms of engagement, marketing, and sales especially brand awareness and recognition.
Though the fit between what you bring to your work environment and the environmental demands influence work attitude, your personality is a big part of your happiness. If you are always looking for the negative side of everything, you will find it. Attitude has the greatest potential to influence how people behave and the customers respond. Know that attitude is a psychological state of mind. It is the way a person thinks about situations, and it ultimately determines a person’s behavior that is why it is very difficult to unlearn because they are already embedded with who they are. While a person may have the competency to perform a task, that does not mean he or she will have the desire to do so correctly. In other words, competencies give us the ability to perform, while attitudes give us the desire to perform. Attitudes change with various events in a person’s life.
Organizations have grown increasingly aware of the significance of this matter and are investing more time and effort than ever to create the best attitude possible among their employees. A focus on optimizing job satisfaction will most likely influence an organization’s priorities from the earliest stage in its interaction with employees. A person’s behavior at work often depends on how he feels about being there. Therefore, making sense of how people behave depends on understanding their work attitudes. The secret to success is hiring the right person with the right attitude and work ethics perspective who can wear your hat and feel fulfilled with the variety of tasks they do at the end of day. Hire people who are capable and competent but also have the right attitude for your kind of culture that you have been persistently building in your organization.
Communicate your organization’s value to your employees so that, as a result, your employees would be able to show these values to your customers. Receiving customer service with a pleasant attitude creates value, better engagement, more sales, and positive responses. Employees wearing the same hat makes any organization unique. A perfectly fitted hat keeps the interaction and work flow smoothly. This means that companies should refrain from hiring those who cannot wear their hat because their attitude may not be a good fit for the company. Remember, your personality repels or attracts people and it can also definitely break or make your organization efforts for productivity.
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