May 05, 2014
Successful companies don’t hold back when it comes to recruiting the best candidates.
Whether it’s drawing them away from other organizations or grabbing talented people from other industries, there are three attributes that are most important to an organization when hiring: attitude, competency and mindset.
• Attitude. An employee has a passion for the organization and what it is trying to accomplish and is excited about being a part of the organization.
• Competency. An employee has the right skills and capabilities to do his or her job, or has the ability to learn the right skills.
• Mindset. An employee understands the value of collaborating with peers and comes to work every day looking for ways to improve the performance of the company and increasing the impact he or she can have.
Here are some potential pitfalls, should you find that you don’t hit upon the right mix of those three attributes:
1. Good attitude and strong level of competence, but the wrong mindset. The candidate will be focused on his or her own goals and accomplishments and will not be willing to collaborate to improve the performance of the company unless it benefits them personally.
2. Right competency and mindset, but the wrong attitude. The talent will leave because they have no loyalty for the organization or connection to what it is trying to accomplish.
3. Preferred attitude and mindset, but a low level of competency. You will suffer productivity loss. Even though the employee might be a great person and have great energy and passion for the organization, they don’t add any value because they don’t have, and can’t learn, the required skills.
With the right mix of attitude, competency and mindset, you achieve profit maximization. This happens because every employee you hire is adding value to the organization on a consistent basis.
If you want to know if your hiring efforts are yielding the right results, ask yourself this question, “Are we the company that people line up to work for or rush out the door to leave?”
To read the entire article, please visit www.entrepreneur.com.