Why Companies Should Hire On Attitude And Skills Rather Than Age And Experience

In the long run, your company should focus on a candidate’s softer qualities.

Photo by Tim Gouw on Unsplash

Hiring is both an exciting and difficult task. On the one hand, hiring is often associated with expansion and growth. Also, we’re dealing with a severe talent shortage, with 45 percent of employers reporting difficulty filling open positions, a figure that’s expected to rise over the next decade. As a result, many businesses are having a hard time finding the ideal candidate.

It’s a well-known fact that skills and talent are crucial to any company’s long-term success, regardless of industry or sector. Have you ever thought about hiring for attitude?

The phrase “hire for attitude, train for skill” has recently gained popularity in the professional world. While some may reject the term as a passing industry buzzword, it is a concept with significant organizational value.

Yes, hiring for attitude makes sense — and it could catalyze your company’s success and growth.

Here’s why you should hire for attitude/skills rather than just experience.

YOU’LL EXPAND YOUR TALENT POOL’S POTENTIAL

You immediately expand your talent pool when you look for candidates who have the potential to be top performers at your company rather than those who have direct experience. You risk limiting your candidate pool and missing out on a great match by excluding candidates who don’t meet the criteria.

Suppose you’re hiring for a sales position that requires two years of experience, but the candidate only has one year on their CV. In that case, you should look into their motivations because they may be enthusiastic about the company. Candidates with a positive attitude and a strong work ethic should be hired. These qualities are essential for a successful hire.

CANDIDATE MATCHING TO YOUR COMPANY’S CULTURE

Southwest Airlines, Ritz-Carlton, and Zappos all have something in common. They hire for personality and train for the experience. It’s a simple mantra, but it has a big impact on recruiting and selecting new employees.

“A lot of people want to ride in the limo with you, but what you want is someone who will accompany you on the bus if the limo breaks down.”

Hiring for attitude is about creating a distinct workplace culture and company brand that can’t be easily replicated in the market, unlike skill sets. It’s what gives businesses like the ones mentioned above their distinct personalities — and a competitive edge.

As you look for great candidates, follow the lead of these successful companies.

HIRING FOR ATTITUDE ELIMINATES THE RISK OF CULTURAL MISFITS.

Companies are now seeking that department heads and employees participate in the interview process so that everyone can assess whether a candidate is a good fit for the job and their team. Some companies even allow job seekers to feel what it’s like to work with their team.

Employees who share similar ideas, values, and goals are happier and more satisfied at work.

A SHORTER RESUME MEANS FEWER BAD HABITS.

Candidates with only a few years of experience (or even fresh out of college) take longer to train and are unlikely to contribute immediately to the bottom line. However, seasoned employees may bring with them habits or ways of doing things that you must break or undo, which takes time and disrupts good processes. People trained from the ground up only know one way of doing things: “your way.” They will then teach any new employees how to do things the same way.

What type of attitude is required of your employees for your company to succeed?