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McGraw-Hill Education

Hiring for Attitude: A Revolutionary Approach to Recruiting and Selecting People with Both Tremendous Skills and Superb Attitude

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Common hiring practices are destined for failure―here’s how to hire the right people and build a company culture designed for long-term successIn a recent groundbreaking study, the training firm Leadership IQ found that 46 percent of all new hires fail within their first 18 months. But here’s the real shocker: 89 percent fail for attitudinal reasons―not skills.Most hiring managers are getting it wrong. Of course skills are important, but a particular skill set is about the easiest thing to test in an interview. Although much harder to recognize, attitude should be your number-one focus during the hiring process. Don’t suffer from poor chemistry―even one employee with the wrong attitude could cause years of suffering for your other employees and customers.Whether you’re hiring new employees, choosing existing employees for a new team, or upgrading your current talent pool, you need people with the right attitude!Attitude is what makes employees give 100 percent effort and turns customers into raving fans. Attitude sets your company apart from the competition.In Hiring for Attitude, top leadership strategist Mark Murphy shows you: The five biggest reasons why new hires fail Two quick and easy tests to discover the attitudinal characteristics that you need for your unique culture The five-part interview question that gets candidates to reveal the truth about what their last boss really thinks of them Where great companies really find their best candidates The six words most interviewers add to the end of behavioral interview questions that destroy their effectivenessHiring for Attitude includes case studies from Microchip, Southwest Airlines, The Ritz-Carlton, Google, and other companies that drive great results by hiring for attitude.Whether your company is small or big, highly social or hyper-competitive, fl at or hierarchical, every person on your payroll has to fit your culture. You can’t afford to hire blind. You need to be Hiring for Attitude. Read more

Publisher ‏ : ‎ McGraw Hill; 1st edition (October 17, 2016)


Language ‏ : ‎ English


Paperback ‏ : ‎ 240 pages


ISBN-10 ‏ : ‎ 1259860906


ISBN-13 ‏ : ‎ 04


Item Weight ‏ : ‎ 2.31 pounds


Dimensions ‏ : ‎ 5.9 x 0.6 x 8.8 inches


Best Sellers Rank: #186,036 in Books (See Top 100 in Books) #253 in Human Resources & Personnel Management (Books) #1,601 in Business Management (Books) #2,249 in Leadership & Motivation


#253 in Human Resources & Personnel Management (Books):


#1,601 in Business Management (Books):


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Top Amazon Reviews

    • A radical rethink of the hiring process
Virtually every one of the standard approaches to selecting the right people for an organization to excel is dead wrong, according to Mark Murphy in this book. Most executives try to hire the most technically competent people, whereas the vast majority of the roughly half of all new hires who fail within 18 months fail for reasons of attitude, not for lack of skill. The book goes on to provide a range of useful advice on hiring people. An important first step is identifying the unique factors of your organization's culture that determine whether or not a prospective employee is a good cultural fit, and what attitudes a prospective employee needs to possess in order to succeed within that culture. Most people find it very difficult to define such cultural issues, but the author provides a relatively simple way to do so. Other advice given in the book includes: * Why standard interview questions do not assess attitude * How to create interview questions that will reveal whether someone's attitude is right for you * How to create a set of answer guidelines allowing you to grade a candidate's attitude * Why most job advertisements are poorly worded, and how you can do better * The most effective ways of recruiting people who will perform well within the context of your organizational culture Most people who have experience in recruiting new staff find the process a bit of a lottery; it seems impossible to tell in advance whether a candidate is going to turn into a high performer, and hiring decisions are often based on gut feelings that turn out to be sadly misplaced. After reading this book I am not sure whether the author has provided the complete solution, but I do find his recommendations compelling, and I fully intend to try them out next time I am involved in recruiting. In my opinion this is an excellent book, with provocative and valuable content in every chapter. If the author is right, then the recruiting practices of the vast majority of businesses are seriously in need of an overhaul. I highly recommend the book to executives, HR professionals and anyone who has responsibility for hiring staff. ... show more
Reviewed in the United States on November 24, 2011 by John Gibbs
    • Thought-provoking Fun & Easy Read
We purchased several copies of this book for use in a work-based book study group. We broke it down by chapters and discussed 1 chapter a week for 7 weeks, with a different manager giving a synopsis & leading the discussion each week in our Management Team meetings. I personally found it to be a quick & entertaining read on what can be a dull but extremely important topic: hiring the BEST people, not just the most qualified people. Mark Murphy's research shows that failure due to poor skills is often the least important reason why folks fail out at work. In his opinion (and mine as well) Attitude is Everything. Talented Terrors often rule the roost to the detriment of those around them, and Bless Their Hearts really try but just succeed in creating more work for those with better skills. The lessons are fairly easy to follow and we systematically created our own set of Brown Shorts characteristics (total of 4 critical traits), crafted questions for those characteristics (at least 2 questions per characteristic)and are in the process of implementing them as we push off on a hiring spree. I was the first in the group to use them when screening for a new member of my team (to replace someone who CLEARLY did not have the Brown Shorts attitude we were needing!). We did NOT use them when screening/hiring the outgoing person, and wish we knew then what we know now! The first candidates to whom we posed our questions were somewhat taken aback ("Wow...these are really interesting questions" and "Hmmmm - I have never been asked that before" were comments from some very seasoned candidates) and it was actually fun to listen to their answers. Very enlightening, to say the least. Our identified candidate starts tomorrow so we will see how those Brown Shorts traits show up on the job (I will try to update the review at a later date....). The only challenge to crafting your own system is in creating the Answer Key (as other reviewers have mentioned). We do not have the luxury of being able to interview hundreds of candidates, record their answers, and study/categorize the results as Murphy's team does. We also opted not to do an in-house survey of current employees. However, as we implment and hire based on the clear criteria we have set down, we will no doubt be able to craft our Answer Key over time and with experience. We are creating our own in-house training program to help other hiring managers and interested parties (who were not part of the original book group) implement the Hiring for Attitude / Brown Shorts process with each and every candidate we see for every position. We are all looking forward to reaping the benefits. I would highly recommend this book to all organizations, large and small, as the theory behind the book can be applied in any workplace situation. UPDATE: April 29, 2013 We have now been utilizing the Hiring for Attitude way of interviewing for 1 full year at our office. I can honestly say that without exception, all of the candidates that we have hired since we implemented "Hiring for Attitude" have been exemplary. We have used our developed "brown shorts" questions to quickly weed out those who would not bring to the table the attitude we are seeking. It has been an amazing experience to see the process and results put into action. This has been a successful enough program that our leadership has shared with other leaders throughout the Region, many of whom are also implementing hiring for attitude. UPDATE: June 24, 2014 I am thrilled to report that the process is STILL WORKING for us more than 2 years after implementation. The folks that we "Brown Shorts" interview and who pass have become some of our more valuable, creative, and energetic staff members, and we have now created a great base of emerging leaders because of the process. I will say that my own experience with using this method has been incredibly revealing when someone fails to answer the questions we pose based on Hiring for Attitude. Believe me - there have been cases where, in the past, we would have hired a person based on their resume skills. However, we understand now that failing to utilize this process in our organization will lead to failed hires. It's just that simple. It is my opinion that those who are looking for a quick fix just by getting ideas from the book without actually going through the process will not be as successful as we have been. However - if you take the time to develop your traits and questions, then take the time to fully embrace and implement the hiring system (it IS time consuming) then you will experience the benefits. ... show more
Reviewed in the United States on March 23, 2012 by ReadingMachine
    • Must-read book for leaders who seek quality employees and achieving high workplace standards
As a senior leader in a school I've wondered about, over the past two years, how we can better identify great potential employees in the hiring process while avoiding hiring toxic employees. Murphy's book offers the perfect solution to solve that problem. His brilliant strategies offer easily implementable ways to identify each workplace's unique necessary characteristics that make high quality employees successful as well as the qualities that will make employees unsuccessful there. The strategies he presents involve little cost, and I think will yield a huge amount of information to help a workplace better identify what makes it unique and what to look for in hiring and motivating high quality employees. There are many common sense strategies provided including ones on addressing how to evaluate employment candidates for qualities that fit one's unique business and how to train both new and existing employees on what poor and great implementation of the key values of the business look like (another major issue I've been pondering over the last two years). I'm excited to lead the way to develop and implement these strategies in our school. I am convinced the "Hiring for Attitude" strategies will yield huge results for us. For any other organizational leader who wants to improve hiring practices while training for and maintaining high quality employee standards in the workplace, this is absolutely a must-read book. ... show more
Reviewed in the United States on November 16, 2014 by Kelley Ridings

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