Hiring Talented Team Players- A guide to getting it right (English Edition) [Kindle-editie] beoordelingen het boek quotes

The most common hiring mistakes seldom come from selecting unqualified people. As the saying goes, “Hire for skills; fire for attitude.” The biggest mistakes come from hiring attitude problems and personality misfits. This failure is easy to understand. Very little is published on exactly how to detect attitudes during interviewing. And personality is too complicated to determine from interview questions.Twenty seven years ago when I first set out coaching business leaders, they all seemed to want to focus on one subject—the frustrations they had with a handful of their problem employees. Yet, they liked them during the interviews and honeymoon periods but then became frustrated with them for the following reasons:• Being emotionally unstable, moody or defensive.• Having hidden agendas that neglected what management wanted.• Upsetting customers with an indifferent attitude.• Neglecting responsibilities.• Personality clashes or stubbornness.• Often absent. • Going through the motions only to save their jobs.• Lazy.• Continuing to break the rules even after being confronted about it.This is what I discovered. I started by asking my clients why they didn’t address the symptoms. I remember Russell Borghese (made up name) looked at me in silence trying to figure out a good way to sugar coat his explanation or switch the subject. Then he told me about all the sleep he had lost over a particular troublemaker and how he hoped circumstances would magically improve. When I suggested he confront this employee, he said, “Yes, that’s a good idea.” Unfortunately, despite the compliment—nothing happened. The idea of confronting negativity, even though he knew he should, was at the very bottom of his mental priority list. In addition, the idea of firing problem employees was met with a “You’ve got to be kidding” look.