Hire for Character: Why It Matters in Recruitment

When interviewing candidates, it’s important to look beyond just their skills and experience. Hiring managers are now recognizing the value of assessing character, especially when you hire for character. This means asking whether you can trust a potential employee to make good decisions and act with integrity in tough situations. 

In this article, we will discuss what a personality hire is, how it differs from other evaluation methods, and provide steps on how to effectively hire for character.

Also Read: What Is Company Culture? Types, And Building A Successful Work Culture

What is a Personality Hire?

A personality hire refers to the practice of focusing on a candidate’s attitude and character traits rather than solely on their qualifications and credentials. This approach emphasizes the importance of a person’s unique mental and moral qualities, such as integrity, humility, trust, and kindness. By prioritizing these characteristics, employers aim to identify candidates who align with their organizational values and culture. Hiring for personality often involves assessing specific competencies, including approachability, compassion, problem-solving, and adaptability, through targeted interview questions. This method helps ensure that new hires not only possess the necessary skills but also contribute positively to the workplace environment.

Also Read: Company Core Value Examples to Guide Your Organization

How Skills Traits and Competencies Differ?

When you hire for character, it’s crucial to recognize the distinctions between skills, traits, and competencies:

Skills

Skills are the specific abilities that individuals learn to perform tasks effectively in their jobs. They fall into two main categories: hard skills and soft skills. Hard skills are technical abilities that can be measured and often require specialized training. For example, someone might have hard skills in graphic design, meaning they know how to use design software and understand design principles. Soft skills, on the other hand, are more about how a person interacts with others. These include abilities like communication, which involves sharing ideas clearly, and critical thinking, where one analyzes situations to make good decisions. 

Traits

Traits are the personal characteristics that shape how a person behaves and interacts with others. They reveal a lot about an individual’s character and how they might respond in different situations. For example, a candidate with the trait of sensitivity can understand and empathize with others’ feelings, which helps create a supportive work environment. Honesty is another important trait; it fosters trust among team members. Similarly, compassion enables individuals to collaborate effectively and maintain a positive workplace culture. 

Competencies

Competencies refer to the specific knowledge and behaviors that lead to success in the workplace. They explain how someone achieves their goals and include attributes like initiative, negotiation skills, and fairness. For instance, a candidate with initiative takes proactive steps to solve problems without needing constant direction, which can boost team productivity. Negotiation skills are valuable for reaching agreements that benefit everyone involved, particularly in collaborative roles. Lastly, fairness ensures that all team members are treated equally, creating a respectful and inclusive culture. 

Also Read: Reasons Why Employee Development Is Key

Which Is More Important for Hiring, Skill or Personality?

When it comes to hiring, companies often face the choice of focusing on skills or personality. Hiring for skill means looking at a candidate’s technical abilities, qualifications, and experience that relate to the job. For example, if a company is looking for a software developer, they will check if the candidate knows programming languages and has the right experience. This ensures that the candidate can perform the job well from day one.

On the other hand, hiring for personality focuses on a candidate’s character traits and how well they fit with the team and company culture. This includes looking for qualities like adaptability, teamwork, and a willingness to learn. A candidate with a positive attitude can enhance team dynamics and create a better work environment. In the end, balancing both skills and personality is key to making the best hiring decisions and building a strong team.

Also Read: The Ultimate Guide to Becoming a Better Interviewer

Why Hiring for Character is a Good Idea? 

Here are key reasons why HR recruiters should prioritize personality and character when they hire for character in their recruitment process:

Trust

Trust is a fundamental aspect of any successful workplace. When hiring, it’s essential to consider whether you can rely on your employees to make sound decisions and act with integrity. Hiring individuals with strong character reduces the risk of negative behaviors that could harm the organization or its employees. When you prioritize character in your quick hiring process, you can feel more confident that your team members will contribute positively to the work environment.

Alignment

Finding candidates who align with your team’s personality and values is crucial, especially for roles that require close collaboration. When new hires share similar traits with existing employees, it fosters a sense of cohesiveness and teamwork. This alignment not only makes it easier for the new employee to settle in but also enhances overall productivity and collaboration. Teams that understand and support one another can achieve greater results.

Long-Term Outcomes

Hiring for character leads to better long-term relationships between employees and the organization. When a new hire’s personality fits well with the company culture, they are more likely to stay and thrive in their role. In contrast, an employee who is highly skilled but doesn’t mesh well with leadership or team dynamics may not last long. By focusing on character, employers can ensure they are building lasting relationships that benefit both parties.

Easier to Manage

When you hire for character, managing the employer-employee relationship becomes more straightforward. Selecting candidates who share your organization’s values helps reduce potential conflicts and misunderstandings. Employees who resonate with the company culture are often more open to discussing challenging topics, which can lead to a more harmonious and productive work environment. This understanding creates a foundation for constructive feedback and teamwork.

Keeps it People-Focused

While skills are undeniably important, focusing on character ensures that the hiring process remains people-centered. It is essential to identify candidates who not only possess the necessary skills but also have the willingness to learn and grow. By evaluating personality alongside qualifications, employers can discover candidates who may not have traditional credentials but bring valuable traits to the table. A supportive and transparent hiring process encourages candidates to present their true selves, ultimately benefiting the organization.

Also Read: Different Job Interview Formats – A Quick Guide

How to Hire For Character?

When you hire for character, you focus on a candidate’s personality and values, not just their skills. Here are the steps to help you effectively evaluate character during your hiring process:

Step One: Identify Important Traits

Start by figuring out which traits and competencies matter most for your team and organization. Think about the core values that define your company culture. Traits like adaptability, integrity, empathy, and collaboration are often essential. Discussing with your current team can help highlight which qualities are most beneficial.

Step Two: Add Character Assessment to Interviews

Once you know the traits you want, adjust your interview process to include questions about personality and character. After assessing a candidate’s skills and qualifications, dedicate some time to discuss their values and experiences. Let candidates know upfront that you will ask about their personal attributes. This approach encourages them to think deeply and provide meaningful insights into their character.

Step Three: Ask Targeted Questions

To evaluate a candidate’s traits, use behavioral and situational questions. Behavioral questions ask candidates to share past experiences, while situational questions present hypothetical scenarios. For example, you might ask, “Can you describe a time when you faced a difficult team situation? How did you handle it?” or “What would you do if a coworker consistently missed deadlines?” These questions help you understand how candidates reflect the traits you value when you hire for character.

Step Four: Create a Scoring System

Decide how you will assess candidates’ responses based on the traits you identified earlier. Consider developing a simple scoring method to help you compare candidates effectively. This ensures fairness and consistency in your evaluations, further supporting your goal to hire for character.

Also Read: How To Create A Job Description For A Software Developer?

Conclusion 

In conclusion, hiring for character is essential for building a trustworthy and cohesive team. By focusing on a candidate’s integrity and personality traits, employers can foster a positive workplace environment that promotes collaboration and long-term success. This approach not only enhances team dynamics but also contributes to a culture where employees feel valued and motivated to perform at their best.

If you’re ready to transform your hiring process and prioritize character alongside skills, consider leveraging BarRaiser to streamline your interviews and ensure you make informed hiring decisions. Book a demo today to see how BarRaiser can help you hire for character effectively.