Hiring for attitude makes a lot of sense. After all, you can teach smart people new skills, but you’ll never turn a curmudgeon into an optimist at heart.
Just make sure you understand how a particular personality trait will translate into on-the-job performance. To do that, you need to ask questions that address how someone will behave on the job.
For example, if you’re attempting to size up a candidate for a sales position, don’t ask a general question such as, “Are you an introvert or an extrovert?” Instead, address behavior by saying, “Tell me about a time you dealt with an intimidating situation.”
Consider these other examples:
- Too general: “How important is it to follow the rules?” Replace with: “Please describe an incident in which you broke the rules.”
- Too general: “Do you believe that a person should have fun at work?” Replace with: “What would you do to make a workplace more fun?”
- Too general: “What is your problem-solving style?” Replace with: “Discuss a time when you tried to solve a problem but were unsuccessful.”
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Keep your credibility intact: 12 lessons from the courtroom
- Prodigal employee? Ensure hiring managers don't know details of prior complaints
- New Job Disappoints?
- Video résumés failing to catch on: Ahead of their time, or too hot to handle?