When Attitude Trumps Experience (News)

Jobs: Some companies prefer to hire someone with enthusiasm and a good attitude rather than previous experience or training

Just because a job seeker doesn't have all the skills required for a position doesn't necessarily mean he or she is out of the running, says Lisa DeYoung, a labour force development officer for Enterprise Fredericton.

"Organizations are no longer sticking to the core job description," she says. "Of course core skill sets are important, but what we're finding is - more important is the right attitude and aptitude."

Due to a shortage of skilled workers in the region in some industries, she says, some organizations have been left to decide whether to vigorously hunt for qualified individuals, or take good people and train them.

"If (applicants) come in with the right energy and enthusiasm saying, 'I want to be part of your company,' these are the folks that are getting interviews," DeYoung says.

Corey Pet Foods, a Fredericton-based dog and cat feed maker, has been practising this philosophy since it opened in 1982.

"We're not in Toronto so we don't have the same sort of draw," says Lee Corey, president and founder of the company.

He says recruiting skilled people from other provinces is almost impossible unless they are Maritime expatriates. He finds it's easier to hire people locally and train them.

"If you have someone with a positive outlook on life that is interested and intelligent - you can teach them anything," he says

Corey says his employees' education levels range from university degrees to GEDs and although he doesn't hire people who haven't finished high school, education and training aren't the most important things to him.

"You've got to find folks who care and can work on a team," he says.

DeYoung says that before hiring, companies need to think about what makes the business run smoothly and succeed, and what is most important for the specific positions they are trying to fill.

"It's often easier to train for skill than it is to train for attitude," she says.

Although there are financial and time costs to training for any skill, DeYoung says training and coaching for attitude or other personality traits can be very costly.

"Loss of productivity, potential loss of customers, and a decline in overall employee morale can all be the direct result of an employee's attitude," she says. "By not hiring the candidate with the 'right attitude' and ability to fit into your company's culture, can have huge financial implications on a small business."

But if word gets out a company will hire anyone off the street and train them, the firm may get an overwhelming flood of resumes, so DeYoung says the candidate search can be industry specific, but less rigid on skill, which can be taught on the job.

For companies that can find enough qualified candidates for job openings, she suggests attitude could be a deciding factor.

For job seekers, DeYoung suggests targeting companies they would like to work for and arrange to meet the president or owner.

"Often times if you want to get a sense for the culture of an organization, the owner of the company is the best place to start," she says.

If a job seeker has devised the right message this will also give a good first impression with an important contact.

"If I'm talking to someone by phone and they're enthusiastic - that's contagious. I want to meet that person," DeYoung says. "That's the best way to do it. It may happen with an email, but it's not going to happen just by sending in a resume."