Is attitude really more important than skill? No. It's equal!
In Mark Murphy’s book “Hiring for Attitude,” he stated that 46% of newly hired employees will fail within 18 months, mostly attributed to non-technical or non-skill related items. While it is certainly true that most employees are fired for non-skill related items, this does not prove that attitude is more important than skill, only that attitude should be looked at as equal to skill. Skill and Attitude, as well as Competency and Culture, are key candidate metrics we need to measure.
Most recruiters and hiring managers focus on skills because they don’t know how to deal with the rest; their processes focus on skills and leave attitude, competency and culture off the table. Most talent acquisition professionals focus only on the technical skills of the role when interviewing candidates; in turn, most interviewers inadvertently misuse behavioral based interview questions. Although behavioral based interviewing techniques are supposed to highlight the candidate’s ‘soft skills’, they often fall short in their real application.
This webinar will provide insight on how to improve your Candidate Metrics strategy to increase the odds of the candidate’s long-term success: Finding the right “DNA” of a talented person means thorough assessment of skill, competency, culture and attitude.
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