We’re taking a look at the best reasons to hire for attitude, as well as some of the potential problem areas that you’ll want to keep in mind. While we think that the benefits outweigh the drawbacks, there are plenty of aspects to consider before making the leap to this new way of recruiting. Attitude and company fit can quickly become the differentiating factors between several great options. This is especially the case when you come down to two or three final candidates who may all be a very close match in terms of technical skills but there’s only a need to hire one. While the necessary skills for the role are still important, they’re considered a secondary factor when determining which applicant to hire. That carries more weight than the performance-related skill set that they offer. When you hire for attitude, otherwise known as values-based recruitment, your focus is primarily on the soft skills and personal attributes that a candidate brings to the table. They’ll look at things like background, education, or industry knowledge and to understand how that candidate fulfills the experience, qualifications, or abilities required for that role. In traditional hiring models, recruiters typically look for a specific set of job-relevant skills that are needed for a certain position within the company. Companies that rate highly on “purposeful mission” had a 49% lower attrition rate than other companies.51% of employees nationwide are actively looking for a new job or aware of openings.Employees who are committed and engaged at the workplace are 87% less likely to leave their current company.Millennials are willing to give up $7,600 per year to work for a company that has a better cultural fit.The cost of losing an employee is, on average, $15,000 per departure.This has steadily increased each year from 0.2% in 2013. Organizational culture accounted for over 2% of those who left a job voluntarily.6% of employees left a job in 2019 due to the work environment.38% of employees left their organizations within one year of starting.In 2019, three out of every four workers that left their job did so voluntarily.The 2020 Work Institute Retention Report found that 1: The good news is that knowing what you’re looking for ahead of the interview process can save you time and money long-term.īefore we jump into the details on how you can revolutionize your hiring, let’s take a look at a few statistics on employee retention and values: Making the wrong hiring decisions, especially as a startup or small business, can be a costly mistake. You may have heard the phrase “hire for attitude, train for skill” but what does that actually look like in reality?

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