Hiring for Attitude: Recruiting and Selecting People with Tremendous Skills and Superb Attitude

Leadership IQ researched 20,000 new hires and learned that 46% of them failed within 18 months. But even more surprising than the failure rate was that when new hires failed, 89% of the time it was for attitudinal reasons. Only 11% of the time it was for a lack of skill.

Technical competence remains the most popular subject of interviews because it’s easy to assess. But it’s a lousy predictor of whether a newly hired employee will succeed or fail in your unique organization. Attitude is the factor that successful organizations like Google, Apple, Southwest Airlines and the Ritz-Carlton hire for, and attitude is what your organization should be hiring for.

Based on Leadership IQ’s top-rated research and CEO Mark Murphy’s bestselling book, Hiring for Attitude will teach you some of today’s cutting-edge hiring practices that reveal if candidates have the right attitude to fit your culture.

Just a few of the things you’ll learn by attending Hiring for Attitude:

•       One question to reliably assess a candidate’s “coachability” and what their last boss really thought of them (coachability is the #1 reason new hires fail)
•       Key research results from Leadership IQ’s hiring studies including the results of our work with textual analysis that reveals if someone is a high or low performer just by the pronouns and verbs they use during the interview
•       6 words that make behavioral interview questions ineffective
•       One sentence to say when you think candidates are lying to you
•       2 quick tests to discover the attitudinal characteristics your organization must include in interviews
•       Why interviewers should never ask “tell me about yourself” or “what are you strengths and weaknesses?”
•       One question that reveals if somebody goes “above and beyond”
You’ll also learn how today’s best companies are recruiting for attitude including how to write pitches that attract high performers and repel low performers. You’ll find out how top organizations are building talent pipelines of candidates with the right attitude, and how they are using Hiring for Attitude to create even higher engagement among existing employees.

Innovative HR professionals who aren’t afraid to challenge and debunk traditional management practices that have become outdated and useless. If you’re looking to be extraordinary, and to hire extraordinary talent, this is the program for you.

The 5-part interview question that reveals if people are “coachable” (and that famously asks candidates to spell the last name of their previous boss)

6 words that ruin behavioral interview questions when you’re trying to hire for attitude

2 quick tests to discover the attitudinal characteristics that your organization MUST include in interviews

Why you should never ask “tell me about yourself” or “what are your strengths/weaknesses”

4-part interview question that reveals if people are coachable and what their last boss really thought about them

Why most hiring managers ask way too many questions, forcing candidates to give very fast and superficial answers (and learn how many questions you SHOULD ask)

1 sentence to say when you think the candidate is lying to you

How to assess attitude when you’re conducting team interviews

Get a structured form for assessing and evaluating all of your candidates

New textual science that shows you how candidates’ pronouns, verb tenses, and adverbs reveal if they’re a high or low performer

Start learning more about Hiring for Attitude today with Leadership IQ’s free whitepaper http://www.leadershipiq.com/white-papers/hiring-for-attitude-the-research-tools-to-skyrocket-your-success-rate/ Click here
And read about Hiring for Attitude in Forbes http://www.forbes.com/sites/danschawbel/2012/01/23/89-of-new-hires-fail-because-of-their-attitude/, Fast Company, and on this podcast from salary.com http://www.salary.com/companies-should-start-hiring-for-attitude/. Click here

		Mark Murphy Leadership IQ View Profile