Chief Operating Officer | Operational Excellence | Strategic Growth | Leading High- Performance Teams
What do you think? "Stop hiring the resume, start hiring the attitude”! To me this statement encapsulates a fundamental shift in the approach to hiring and building teams within organisations. It emphasises the importance of prioritising qualities such as attitude, mindset, and cultural fit over solely relying on qualifications and experience listed on a candidate's resume, and an approach I have always fostered. In today's rapidly changing and dynamic business landscape, the traditional criteria for hiring based solely on technical skills and past experience are no longer sufficient to ensure a company's long-term success. While qualifications and experience certainly have their place, they represent only a portion of what makes an employee truly valuable to an organisation. Attitude encompasses a range of intangible qualities that define a candidate's approach to work, problem-solving, teamwork, and personal growth. When you prioritise hiring for attitude, you're considering traits such as: Adaptability and Flexibility, Resilience, Collaboration and Teamwork, Initiative and Drive, Problem-Solving Skills, Cultural Alignment, Customer-Centric Approach, Continuous Learning, and more. By focusing on attitude during the hiring process, organisations can create a workforce that is not only skilled and experienced but also adaptable, resilient, and aligned with the company's values and goals. This approach supports innovation, fosters a positive work environment, and ultimately contributes to the organisation's ability to navigate challenges and seize opportunities in a rapidly changing world. While the resume provides insight into a candidate's background, skills, and accomplishments, it is the right attitude that enables employees to thrive, grow, and make lasting contributions within the organisation. #growthmindset #crossfunctionalteams
fully agree. You also open up opportunities for people with passion and the right attitude that may not otherwise be able to get! I would hire on passion and attitude first, as we can teach them knowledge and skills!
Career Specialist | Career Acceleration Programs Expert | Outplacement Consultant | Career Coach | Leadership Coach
1yI think you absolutely should be considering attitude and cultural fit as part of the recruitment process. BUT hiring only for these things means you are starting from scratch. Not many managers have the time to teach someone a role from the ground up. Experience and skills are still important. My rule of thumb is if someone has 70% of the skills and has the right attitude and is a cultural fit, then they are a potential great hire.