05. ATTITUDE VS SKILLS - HOW IT RELATES TO WORKING ENVIRONMENT

 

Skills vs. Attitudes: What is More Important to an Organization?

When hiring a new employee, the ideal candidate would possess the perfect blend of talent, attitude, and experience. However, finding someone who "has it all" is challenging, and you may have to choose between a candidate with the right attitude and one with the right skills. So, how do you make this decision?

Recruiters and HR managers worldwide are familiar with the debate over skills versus attitude. Let's explore the differences between the two and see if one holds more value than the other.

Understanding Skills and Attitude

A person's talent is referred to as a skill. Skills are the specific competencies and abilities needed to perform a job. Attitude, on the other hand, defines how a person utilizes their skills to complete tasks. It influences how an individual responds to challenges, interacts with colleagues, and perceives their job. Attitude is more of a skill than a trait because it significantly impacts work performance and relationships.

Skills Can Be Learned, Attitude Cannot

The notion that hiring for attitude is preferable stems from the belief that enthusiastic and adaptable individuals can quickly learn new skills. In contrast, the wrong attitude—such as indifference, negativity, resistance to change, and pessimism—is much harder to change. A person must want to change their attitude, which is challenging without the right mindset.

The Right Combination of Skill and Attitude

Occasionally, you might find candidates who possess both the necessary skills and a positive attitude. When this happens, you've found a winning combination! However, if you must choose between attitude and skill, consider what is most important for your organization. If attitude takes precedence over technical skills during the interview, you must ask the right questions to evaluate this aspect.

Assessing Attitude in an Interview

Assessing skill levels is relatively straightforward compared to determining attitude. During an interview, most candidates will present their best selves to impress you. However, there are specific questions you can ask to gauge their mindset:

• Reasons for leaving their previous job

• Challenges they faced in past roles and how they overcame them

• How they handle failure

• Their approach when confronted with situations beyond their capabilities

Case Study: The Impact of Attitude at XYZ Corporation

Background: XYZ Corporation, a growing retail company, faced a dilemma of hiring for skills versus attitude. They decided to implement a hiring strategy based on Carol Dweck's Growth Mindset Theory, which posits that individuals with a growth mindset believe their abilities can be developed through dedication and hard work.

Implementation:

1. Hiring for Growth Mindset:

   • XYZ Corporation adjusted their interview process to identify candidates with a growth mindset. They focused on questions that revealed how candidates dealt with challenges, their willingness to learn, and their resilience in the face of setbacks.

2. Training and Development:

   • New hires were provided with ample training opportunities to develop their skills. The emphasis was on continuous learning and improvement.

3. Culture of Feedback:

   • XYZ Corporation fostered a culture of constructive feedback. Employees were encouraged to seek feedback and use it to grow and improve.

Results:

The implementation of hiring for attitude and developing skills led to significant improvements in employee performance and satisfaction at XYZ Corporation. According to an internal survey, 80% of employees reported feeling more motivated and engaged, and 85% stated that the growth mindset approach helped them overcome challenges. The company's overall productivity increased by 20% over the year, demonstrating the effectiveness of the new hiring strategy.

Conclusion

While both skills and attitude are important, hiring for attitude can often yield better long-term results. Skills can be taught, but a positive attitude is essential for fostering a productive and collaborative work environment. The case study of XYZ Corporation illustrates how applying theories like the Growth Mindset can effectively enhance hiring practices and organizational success.

References:

• Dweck, C. S. (2006). Mindset: The New Psychology of Success. Random House.

• Society for Human Resource Management (SHRM). (n.d.). Various articles on hiring practices and employee development.