Why Hiring for Attitude Beats Hiring for Skills Every Time

When it comes to recruitment, many businesses instinctively gravitate towards candidates with the perfect skill set for a role. While technical ability is undeniably important, an increasing number of companies are realising that hiring for attitude often leads to greater long-term success. In this article, we explore why prioritising attitude over skills is a game-changer for businesses and how it can foster a thriving workplace culture.

The Importance of Culture Fit

One of the primary reasons hiring for attitude trumps hiring for skills is the impact of culture fit. Employees who align with a company’s values, mission, and ethos are more likely to integrate seamlessly into the team, contribute positively to workplace morale, and remain loyal to the organisation.

Research from the Chartered Institute of Personnel and Development (CIPD) found that poor culture fit can lead to significant costs for companies, including decreased productivity, higher turnover rates, and the time and resources spent on rehiring. By prioritising candidates who share your company’s vision and work ethic, you can minimise these risks and build a more cohesive team.

Skills Can Be Taught, Attitude Cannot

Technical skills can be learned and developed with the right training and resources. In contrast, attitude—including traits such as adaptability, enthusiasm, and a growth mindset—is much harder to instil. Employees with a positive attitude are often more open to learning, willing to take on challenges, and capable of overcoming setbacks. These qualities are invaluable in today’s rapidly changing business landscape, where agility and resilience are key to staying competitive.

Consider the example of Pret A Manger, the popular British sandwich chain. Pret is known for prioritising personality and enthusiasm over experience when recruiting. The company provides extensive training to new hires but seeks individuals who genuinely enjoy customer interaction and embody their service-focused ethos. This approach has contributed to Pret’s reputation for excellent customer service and high staff retention.

Similarly, Asda has long prioritised attitude when hiring for customer-facing roles. Known for its emphasis on delivering excellent customer experiences, Asda seeks candidates who display energy, positivity, and a willingness to go the extra mile. By investing in training to build technical skills, the supermarket chain ensures that its employees are not only competent but also ambassadors of its friendly, approachable culture.

Enhancing Team Dynamics

A team is only as strong as its weakest link, and a single hire with the wrong attitude can disrupt harmony and productivity. On the other hand, employees with a positive attitude often act as team motivators, fostering collaboration and innovation. When you hire for attitude, you’re not just filling a vacancy; you’re investing in the overall health and success of your team.

Long-Term Benefits of Hiring for Attitude

Hiring for attitude also leads to long-term benefits for organisations:

1. Improved Employee Retention: Employees who fit well within the company culture are less likely to leave, reducing turnover costs and creating a stable workforce.
2. Higher Job Satisfaction: When employees share the same values and goals, they are more likely to feel fulfilled and engaged in their roles.
3. Stronger Employer Brand: A reputation for prioritising culture fit can attract top talent and enhance your organisation’s image in the job market.

Striking the Right Balance

While hiring for attitude is essential, it’s important not to overlook the necessary baseline skills required for the role. Striking the right balance involves identifying the critical technical competencies a candidate must possess while focusing your assessment on their attitude, values, and potential.

Tips for Hiring for Attitude

1. Define Your Company Culture: Clearly articulate your organisation’s mission, values, and work environment. This will help you assess whether candidates align with your culture.
2. Ask Behavioural Questions: During interviews, ask questions that reveal a candidate’s attitude, such as how they’ve handled challenges or adapted to change in the past.
3. Use Situational Assessments: Present real-life scenarios and observe how candidates respond. This can provide insight into their problem-solving approach and interpersonal skills.
4. Involve the Team: Incorporate team interviews to gauge how well a candidate interacts with potential colleagues. Their input can be invaluable in determining cultural fit.

Hiring for attitude over skills is not just a trend; it’s a strategic move that can drive long-term success for your business. By focusing on cultural alignment and fostering a workplace where employees thrive, you can build a resilient, innovative, and loyal team. Remember, skills can be taught, but a great attitude is priceless.

Are you ready to find candidates who align with your company’s values and vision? Contact Mpeople Recruitment today to discover how we can help you build a team for long-term success.

Sources

• Chartered Institute of Personnel and Development (CIPD)
• Pret A Manger recruitment strategies
• Asda’s focus on attitude in hiring practices

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