Part 2: Hiring for attributes

I was promoted into my first HR Director role at age 26, for a company of 300 employees. I know it wasn't because of my college degree (tourism grad from a small state school here), or the skills on my resume. Honestly, I think it was mostly because I was just...there. But I survived in the role because I was scrappy, inquisitive, and willing to figure things out (and trust me, I had to figure a lot of...stuff..out).?

That promotion set me on a path I hadn’t planned...a career in HR. It led me to work with companies going through moments of scale or transformation that needed a similar mix: a builder with a resourceful, resilient mindset.

In each of those roles, I wasn’t a perfect skills match at first, but I was an attribute match. And it worked (for the most part).

In Part 1 of our newsletter series, we explored the foundational components of creating an all-in culture (AiC).?

First component up? You guessed it…hiring for attributes, not just skills.

Why attributes matter as much (or more) than skills in today’s workspace

Traditional hiring often focuses on industry knowledge, specific skills, and years of experience. But in today’s crazy-changing world, adaptability and problem-solving are way more valuable than knowing the ins and outs of a particular tool. As I like to say, you want to hire someone with “a glint of potential in their eye.” ????

Attributes like flexibility, resilience, and the desire for mentorship are critical because they signal that a person is willing and eager to grow. They can handle the changes that come with scaling a company. Because let’s face it…skills can become outdated quick-like, but adaptability and a growth mindset last forever.?

So what attributes should you look for?

1. Industry knowledge - Do they need to bring their industry contacts to the table, or is it necessary to the role?
2. Curiosity - Do they show a natural desire to learn and explore new ideas??
3. Problem-solving ability - Can they navigate challenges creatively and independently
4. Adaptability & resilience - How do they handle change and can they rebound from setbacks
5. Leadership potential - Do they have the capacity to mentor others and take on responsibility? And this is just as important...are they still open to learning from others
6. They’re into your purpose/vision/values - Is this person not only capable of doing the job, but also capable of contributing to our culture?

How to hire for attributes

Attribute hiring means looking beyond the resume. Structure your interviews and job descriptions to focus on the qualities that matter most in your organization.?

1. Revise your job descriptions - Make sure your job descriptions clearly outline not just the required skills, but the attributes you’re looking for.?
2. Conduct structured interviews - Use a structured interview process that includes behavioral questions focused on attributes. For example, ask candidates to describe a time when they had to pivot quickly in response to a new challenge (this helps you assess their adaptability and problem-solving skills).
3. Panel interviews - Bring multiple perspectives to your interviews. A panel interview can be super useful for gauging different attributes like collaboration, communication, and leadership potential. Each interviewer can focus on different aspects of the candidate’s experience and attributes.

Interviewing for attitude

Hiring for an AiC also means interviewing for attitude. Skills can be taught, but a can-do, collaborative attitude that aligns with your company’s vibe is a must.?

When you focus on hiring for attributes, you’re building a team that’s ready to adapt, innovate, and thrive in an AiC.?

Next up: Managers turned coaches

In the next part of this series, we’ll chat about transitioning from a command-and-control management style to a coaching-focused approach (spoiler: an essential for nurturing an AiC).?

?? Don’t forget to grab your all-in culture workbook: A free resource ????

Download the All-In Culture Workbook and get actionable steps for building your team!

Who’s feeling inspired to create an AiC? What attributes have you found most valuable in your team? Reach out and let me know. I’d love to hear from you.?

Ready to design a culture that truly vibes? Connect with me to explore how we can bring your vision to life.

~~~~~~~~~~~~~~~~~~~~~~~~~~~

?????? I help companies design and activate cultures that vibe with their purpose, brand, and values.

For more content on these topics...

• Follow me, Marnie Robbins
• Hit the ?? on my profile to ensure my posts go to the top of your feed
• Go to vibepeoplestudio.com for more info on my services

Want to discuss creating a strong culture or people ops function at your company?

Schedule a complimentary 30-minute discovery session to chat.