Mark Murphy - Hiring for Attitude

A REVOLUTIONARY APPROACH TO RECRUITING STAR PERFORMERS WITH BOTH TREMENDOUS SKILLS AND SUPERB ATTITUDE

MARK MURPHY

Copyright 2012 by Mark Murphy. All rights reserved. Except as permitted under the United States Copyright Act of 1976, no part of this publication may be reproduced or distributed in any form or by any means, or stored in a database or retrieval system, without the prior written permission of the publisher.

ISBN: 978-0-07-178586-0

MHID: 0-07-178586-8

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To Andrea, Isabella, and Andrew

I hate to sound like a clich, but there really are too many people to thank individually for making contributions to this book. My team of several dozen researchers and trainers, and each of our hundreds of fantastic clients, deserve a special thank-you. This book, and the research behind it, wouldnt exist without all of their efforts.

I would, however, like to highlight a few individuals who made special contributions to this particular book.

Andrea Burgio-Murphy, Ph.D., is a world-class clinical psychologist, my wife and partner through life, and my creative sounding board. Since we started dating in high school, I have learned something from her every single day. My personal and professional evolution owes everything to her.

For numerous reasons, including the continued growth at Leadership IQ, this book seemed to take me away from home more than previous books. And so my children, Isabella and Andrew, deserve a special thank-you for continually reminding me of whats really important.

I know that everything I share in this book works because I used this same hiring approach to bring together Leadership IQs world-class staff of Hundred Percenters. While everyone at Leadership IQ plays an important role in the companys success, for their contributions to this particular book, Id especially like to thank company president, Lauryn Franzoni, whose strategy and vision holds great promise for the future of Leadership IQ. Lyn Adler, an exceptional writer whose assistance made it possible to distill mountains of research and interviews into this contribution to the science of hiring. Lyn has worked on all of my major booksHundred Percenters, HARD Goals, and Hiring for Attitudeand I am deeply grateful for all her work, energy, insight, and dedication. Nicole Jordan, my longest-tenured executive and true Hundred Percenter, took on special assignments and filled in for me while I was immersed in the writing of this book. As always, her work was outstanding. Sarah Kersting, who keeps so many of our projects on track and delivers value to our clients, and Corey Laderberg, who really helped bring our hiring consulting services to the market.

Dennis Hoffman is an extraordinary CEO and entrepreneur whose friendship and counsel has significantly improved all of my books, including Hiring for Attitude. John Sheehan is a great friend and the smartest data mind I know; his insights always improve the quality of my research. And Elaine LEsperance Cheng, Anthony Nievera, Phil Rubin, Dave Brautigan, Kevin Andrews, Ned Fitch, and Tom Silvestrini are all accomplished executives who have helped shape my thoughts on Hiring for Attitude.

I also need to thank some special friends and clients who exerted extra effort for this book. They are Sam Holtzman, President and CEO of LifeGift, Mitch Little, Vice President of Worldwide Sales and Applications at Microchip Technologies, Terry Byrnes, Vice President of Total Service for Caesars Entertainment, Brent Rasmussen, President North America for CareerBuilder, ExecuNet, MOKA, the University of Washington-Tacoma, and Joe Marques and Pasquale Bisecco, University Hospitals.

Mary Glenn, Associate Publisher, Business and Finance at McGraw-Hill, deserves a very special thank-you for recognizing the need for this book and making the process fast and smooth. After working with Mary and the team at McGraw-Hill, its clear to me why the best thinkers sign with them.

FOR MORE INFORMATION

For free downloadable resources including the latest research, discussion guides, and forms please visit www.leadershipiq.com/hiring .

If your organization is going to excel, it needs the right people. But virtually every one of the standard approaches to selecting those right people is dead wrong. And heres why: whenever managers talk about hiring the right people, they usually mean highly skilled people. For lots of executives, the war for talent is a war for the most technically competent people. But thats really the wrong war to be fighting.