Beyond the Smile: Why Principles Outperform Personality in Hiring

Unless you have a sure-fire unicorn, stick to the basics when hiring

"Character is like a tree and reputation like a shadow. The shadow is what we think of it; the tree is the real thing." - Abraham Lincoln

In today's dynamic corporate landscape, where the quest for talent often overshadows the pursuit of integrity, a shift towards hiring for principle over personality emerges as a noble ideal and a strategic imperative. Continuing the theme from last week about strategic hiring, We Hire Managers, We Hope for Leaders, we explore why focusing on an individual's principles rather than their personality might be the key to building teams that stand the test of time.

The Fallacy of Charisma

Personality has long been a cornerstone of hiring decisions. The charismatic individual with the proper handshake, the confident smile, or the engaging storytelling ability often sails through interviews. However, personality, while appealing, can be misleading. Charisma can mask many shortcomings, from ethical lapses to poor work ethics. The charm offensive might win the room, but it doesn't always translate into sound business decisions or team synergy.

The Bedrock of Principle

Principles, on the other hand, are foundational. They dictate how someone approaches problems, interacts with others, and defines success. Hiring based on principles means looking for individuals whose moral compass aligns with the company's values. Here are some reasons why this approach is superior:

Consistency in Decision Making: People guided by solid principles tend to make decisions consistent with the company's long-term goals, even under pressure. This predictability is invaluable in a volatile market.

Team Cohesion: Collaboration is smoother when team members share a common ethical ground. Trust is inherently higher among people with similar moral standards, reducing friction and enhancing innovation.

Reputation Management: Ethical behavior protects your brand. Employees who prioritize principles are less likely to engage in activities that could tarnish the company's reputation, which is crucial in an era when corporate responsibility is constantly scrutinized.

Long-term Commitment: Individuals hired for their principles are often in it for the long haul. They see the job as a career move and a commitment to a shared vision, leading to lower turnover rates and higher employee retention.

Implementing Principle-Based Hiring

So, how does one pivot towards hiring for principle? Here are some practical steps:

• Revise Job Descriptions: Include explicit values or ethical standards required for the role. This sets the tone from the outset. I’ve written about company values multiple times; what are your core values that everyone should embrace?
• Behavioral Interviewing: Focus on past behaviors and decisions that reflect ethical dilemmas or challenges. Ask candidates to describe situations where they adhered to principles even when it was difficult. Be direct and ask them for examples of how they exhibited those values. For example, accountability is a core value. Mr./Ms. Candidate, provide an example of how you exhibited accountability in the past.
• Peer Review and Role-Plays: Engage current employees in the hiring process to assess a candidate's cultural fit based on values, not just personality. Role-plays that simulate ethical decisions can also be revealing.
• Background Checks: Besides criminal records, look for public or professional behavior that might indicate a candidate's adherence to ethical standards.
• Continuous Assessment: Even after hiring, regularly evaluate how well employees adhere to company principles through performance reviews that include an ethical component. I coach my clients to use the company's values as the template for the personal 1:1s that managers and their teams have.

The Future of Ethical Hiring

As businesses increasingly recognize the impact of corporate culture on overall success, the move towards principle-based hiring is not merely an option but a necessity. While personality can make an employee popular, principles make them invaluable. By prioritizing what candidates stand for over how they present themselves, companies can build a workforce that isn't just skilled but also aligned, dedicated, and ethically robust. This approach promises operational success and contributes positively to the broader societal narrative of responsible business practices.

All of this doesn’t mean you shouldn’t hire for personality. Having a person who bases decisions on principle, has high integrity, and leads a life of virtue is excellent and even more significant when you combine it with charisma. Having a manager who can get you through a storm and has the personality to rally the troops is a bonus. We don’t find leadership like this often, and although it is much needed, it is rare. In the investment world, they call major winners unicorns (achieving a value of $1 Billion or more). Although there are no terms for that type of leader, that’s what everyone hopes for.

So, who is your next hire? Whether it’s a clerk or a vice president, don’t be fooled by the smile, but don’t discount it. Who knows, maybe that smile is your version of a unicorn?