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As high as 89% of hiring failures globally are due to attitudes, NOT skills.
And based on a 2012 study in China, more than 35% of new employees are NOT able to perform to expectations after a reasonable amount of time. In this study, more than 50% of new hires who do not meet expectations are a result of having the wrong attitudes, rather than skills or relevant experience.
Yet, more than 70% of hiring managers still base their hiring criteria on skills and experience. As such, hiring managers will have to assess the candidates’ attitudes and adaptability to fit into the new employer’s corporate culture so as to ensure hiring success.
目前全世界有89%的招聘失败是由于新招聘的员工不具备正确的态度而导致，或者说这些员工不能适应并融入企业文化。
而针对中国的调研发现，超过35%的新招员工都无法在一段合理的磨合期内达到预期的工作绩效。该调研还显示，超过50%的新招员工无法达至绩效期望更多是与他们的态度有关，而与他们的技能 或经验无关。
尽管如此，还是有超过70%的招聘经理依照应聘者的经验及技能做招聘的最主要筛选标准 。因此，招聘经理必须能够诊断出应聘者的态度，并了解对方的态度是否与该企业文化及工作岗位相匹配，才能确保新招员工的预期绩效。
And based on a 2012 study in China, more than 35% of new employees are NOT able to perform to expectations after a reasonable amount of time. In this study, more than 50% of new hires who do not meet expectations are a result of having the wrong attitudes, rather than skills or relevant experience.
Yet, more than 70% of hiring managers still base their hiring criteria on skills and experience. As such, hiring managers will have to assess the candidates’ attitudes and adaptability to fit into the new employer’s corporate culture so as to ensure hiring success.
目前全世界有89%的招聘失败是由于新招聘的员工不具备正确的态度而导致，或者说这些员工不能适应并融入企业文化。
而针对中国的调研发现，超过35%的新招员工都无法在一段合理的磨合期内达到预期的工作绩效。该调研还显示，超过50%的新招员工无法达至绩效期望更多是与他们的态度有关，而与他们的技能 或经验无关。
尽管如此，还是有超过70%的招聘经理依照应聘者的经验及技能做招聘的最主要筛选标准 。因此，招聘经理必须能够诊断出应聘者的态度，并了解对方的态度是否与该企业文化及工作岗位相匹配，才能确保新招员工的预期绩效。
