Why Hiring for Attitude Over Skills Matters—and How to Do It

Small businesses are competitive by nature, particularly those in the service-based sector. Within these spaces, the debate between hiring for attitude versus skills is an important consideration, especially as skills-based hiring gains popularity.

For businesses striving to build a cohesive and motivated team, prioritizing cultural fit and a go-getter attitude over pure technical skills can make a substantial difference. 

With the weight of this decision in mind, today, we’ll discuss the significance of hiring for attitude. Then, we’ll provide practical tips on integrating this approach into your hiring strategy.

Why attitude matters more than skills

Ensuring that your team members have the right go-getter personality can make all the difference. Employees who align with your company's culture and values can drive long-term success and build a more cohesive team. 

Here are some concrete reasons why attitude can matter more than skills: 

Longevity and retention

Hiring employees with a go-getter attitude significantly impacts their long-term success and retention. According to Business.com, 46% of new hires fail within the first 18 months due to issues related to attitude and personality, not a lack of skills​​. 

Employees who possess a positive attitude, strong work ethic, and good interpersonal skills, however, are more likely to succeed and remain with the company longer. That means less time spent on finding new talent every few months and instead nurturing your existing team for greater success.

Cultural fit and employee engagement

Hiring for attitude also ensures that new employees align with your company’s culture. This can help make for a much more harmonious work environment. A strong cultural fit leads to higher employee engagement, satisfaction, and productivity. 

According to Forbes, companies like Southwest Airlines have thrived by focusing on cultural fit and skills-based hiring to create a workforce that embodies their brand and delivers exceptional customer experiences.

Trainable skills

While technical skills are important, they can often be taught. On the other hand, go-getter attitudes and inherent personality traits are much harder to change. 

Employees with a positive attitude and a willingness to learn are more adaptable and easier to train. This is often the more preferable combination rather than going at it in the inverse. Such employees are valuable long-term assets to your company​.

Practical tips for hiring for attitude

To effectively hire for attitude, it's essential to use strategies that help identify the right candidates who can thrive in your company's culture. Here are a few tips that can help you make hiring for attitude a top priority: 

1. Define your desired attitudes

Before you start the hiring process, clearly define the attitudes and cultural traits that align with your company values. 

For instance, if you value innovation and teamwork, look for candidates with creativity and strong collaboration skills. Or, if your company values customer service excellence, seek out candidates who show empathy and a customer-first mentality. 

This clarity helps in attracting candidates who naturally fit into your company culture.

2. Use behavioral interview questions

Incorporate behavioral interview questions that reveal a candidate’s attitude and cultural fit. Ask questions like, "Can you describe a time when you had to work under pressure?" or "Tell me about a time you had to work with a difficult team member." These questions help gauge how candidates handle stress, teamwork, and conflict – key indicators of their attitude.

To dig deeper, you can also ask questions like:

• "Can you give an example of how you handled a significant challenge at work?"
• "How do you prioritize your tasks when you have multiple deadlines?"
• "Describe a situation where you had to adapt to a major change at work. How did you handle it?"

3. Assess through real-life scenarios

Create scenarios or role-playing exercises during the interview process to see how candidates react in real time. This approach provides insights into their problem-solving skills, emotional intelligence, and overall attitude. For example, have them handle a mock customer complaint to observe their communication style and empathy​​.

Or, you could conduct a team collaboration exercise by having candidates work on a team-based task to see how they interact and collaborate with others. You could also present a common workplace problem and ask them to propose solutions. This will showcase their creativity and critical thinking.

4. Evaluate interactions outside the interview

Pay attention to how candidates interact with everyone they meet during the hiring process, from receptionists to potential team members. These interactions can provide valuable clues about their true personality and how they will fit into your company culture​​. 

For instance, you can observe whether the candidate greets the receptionist warmly or engages in polite conversation if meeting in person. Or, if online, see how they interact via email and messages with other staff members. 

5. Involve your team

Include your current employees in the hiring process. Have potential hires spend time with their future team members to see if they mesh well. Your team’s feedback is invaluable in assessing whether a candidate will fit into the existing culture. 

To do this, you could conduct shadowing sessions where candidates shadow current employees to get a real sense of the job and culture. Or, you could have team members conduct part of the interview to gather diverse perspectives on the candidate.

Balancing skills and attitude

While hiring for attitude is a must, there are situations where specific skills are non-negotiable. Skills may take precedence for roles requiring technical expertise or immediate productivity, such as in a fast-growing startup or during a major project. 

However, even in these scenarios, do not entirely disregard attitude. A balanced approach, where you assess both technical skills and cultural fit, often yields the best results.

It’s important to note that maintaining your company culture is an ongoing process. Regularly assess and reinforce your cultural values through team-building activities, training programs, and feedback gathering. This ongoing effort ensures your team remains cohesive and aligned with your company’s mission​​.

Hire for attitude and build a team that works well together

For small businesses, especially those in service-based industries, hiring for attitude over skills can create a strong, cohesive team that drives long-term success. Putting this emphasis on cultural fit and the right mindset can help you build a workforce that’s engaged, adaptable, and ready to work – while keeping in step with your company’s values. 

While skills can be developed, the right go-getter attitude is a foundation that will support your business’s growth and resilience.