Are Personality hires unfair?

If you haven’t heard yet about personality hires, let me give you a glimpse of this new hiring trend.

Personality hires have been trending on social media, according to an article by Fast Company and teambuilding.com, where people are hiring for vibes, attitude, and smiles.

Reflecting on the numerous times I have hired people, one might argue that candidates are very motivated to start a new career. However, personality hires are about intrinsic personality traits, not merely early enthusiasm for the job.

You could also argue that searching for character or personality is not new, with multiple psychological tests always available. That is true. I believe this time there is a strong appeal to change the work mood.

The Gallup State of Work report shows that in Europe, only 13% of people are engaged at work, and daily stress peaks at 41% of responses. It is clear that work is no longer enjoyable for many people.

Yes, personality hires are becoming a notable trend in recruitment, reflecting a shift in how companies value soft skills and cultural fit alongside technical qualifications. This trend is driven by the need for employees who can foster a positive work environment, enhance team dynamics, and contribute to a vibrant corporate culture.

What Has Worked in Traditional Hiring

1. Emphasis on Technical Skills

Traditional hiring practices have historically focused on candidates’ technical skills and qualifications. This approach ensures that individuals possess the necessary expertise to perform specific job functions, especially in specialized fields like engineering, IT, and healthcare

2. Objective Evaluation Criteria

Using standardized measures such as resumes, educational qualifications, and work experience provides a clear and objective way to evaluate candidates. This helps in creating a more straightforward and unbiased hiring process, particularly when dealing with large volumes of applicants

3. Proven Track Record

By emphasizing past performance and experience, traditional hiring aims to reduce the risk associated with new hires. Candidates with a solid track record in similar roles are perceived as less risky and more likely to succeed in their new positions

4. Structured Interviews and Skill Tests

Structured interviews and technical skill tests are key components of traditional hiring. These methods help employers assess specific competencies and predict job performance. They are particularly useful in fields where technical precision and expertise are critical

Why Traditional Hiring is No Longer the Only Way to Hire

There are multiple factors and I am pretty sure the list is not complete. Here some that came to my mind:

Collaboration and Adaptability

Modern work emphasizes teamwork, creativity, and flexibility. Soft skills like communication and emotional intelligence are now crucial for success, enhancing team dynamics and problem-solving abilities.

Cultural Values

Today's workforce prioritizes company culture, work-life balance, and personal growth. To attract and retain talent, companies must demonstrate commitment to these values.

?Diversity and Inclusion

Traditional hiring can perpetuate biases, limiting diversity. Emphasizing personality and cultural fit helps build more inclusive, dynamic teams with diverse perspectives.

?Adaptability to Change

Rapid technological and market changes require a workforce that is skilled and adaptable. Employees who can quickly learn and pivot are invaluable, often better identified through personality and cultural assessments than traditional methods.

The good, the bad and the ugly

Personality hire focus on let the personality traits outstand compared with technical skills. Let dive in the table comparing the main differences.

?Benefits of Personality Hires

1. Team Relations: Personality hires can significantly improve team cohesion and workplace morale by fostering strong interpersonal relationships and a positive work environment. They are often seen as the glue that holds teams together, encouraging collaboration and innovation
2. Client Interactions: These hires are adept at managing client relationships due to their strong communication skills and likable demeanor, making them valuable in roles that require frequent interaction with clients or customers
3. Adaptability: Personality hires tend to be quick learners who can adapt to new tasks and environments, making them versatile additions to any team. This adaptability allows companies to train them in specific skills as needed

Challenges of Personality Hires

1. Team Resentment: There can be a perception of unfairness if personality hires are seen as receiving preferential treatment or not pulling their weight in terms of workload. This can lead to conflict and resentment among team members
2. Training Needs: Companies may need to invest more in training personality hires to develop the necessary technical skills for their roles, which can be time-consuming and costly if the hires are not receptive to learning
3. Misleading interviews:Candidates can hide their true personalities during interviews, often putting their best foot forward. Skilled interviewees might give a false impression, leading to hires who don't fit the office culture.
4. Bias and diversity concerns: Bias significantly affects hiring decisions, with 48% of managers admitting its impact. Factors like race, gender, and appearance contribute to this bias. For instance, job applications with Black-sounding names receive 10% fewer callbacks. Overemphasizing personality can worsen hiring biases.
5. Disregard for rules: Some personality hires may feel exempt from rules, believing their role is to shake things up. This can lead to rule-breaking and boundary overstepping, risking workplace harmony.

There is not a single formula

To start adopting personality hires, companies have to make sure they have a strong culture implemented. I mean, values are not something hanging on company walls but trully lived by all literaly. And also set boundaries.

Hire someone with focus on personality is not a blank check or full approval do to whatever they thing. Ethics and relationships based on mutual respect still counting.

The list of personality traits are huge and the human brain is not completely map. Make sure you pick the right ones that works for your company culture.

Among these traits, communication skills, emotional intelligence, adaptability, and teamwork are often the most sought after.

These traits are critical because they directly impact how well an employee can work with others, handle changes, and contribute to a positive work environment. Companies increasingly recognize that technical skills can be taught, but these soft skills are inherent and crucial for long-term success and harmony within the team

The hiring transformation is a journey

Expect to have supporters and deniers when decide to go for personality hires.

Make sure the company process are adequate to the new reality, training people and communicate, communicate and communicate.

As any changes, it will take time and effort to make it works as expected. Just don’t give up on the first conflicts. It will be normal. And if you are not comfortable to adopt personality hires, it is also fine.

While traditional hiring practices have been effective in ensuring technical competence and a structured evaluation process, the evolving demands of the modern workplace necessitate a more holistic approach.

By integrating the assessment of soft skills, cultural fit, and adaptability into the hiring process, companies can build more resilient, innovative, and engaged teams.

This shift reflects a broader understanding that true success in the workplace comes from a balance of technical expertise and strong interpersonal abilities.

I am a stronger believer that changes comes from a reason and if the reason is to increase engagement and workplace happiness, count on me. People comes first.

Let's work to increase people engagement and happiness at work.