When you’re looking to make a new hire, one of the biggest questions you’ll face is this: should you prioritise skills, or personality? It’s one of the longest-standing debates in recruitment, and the truth is there’s no one-size-fits-all answer.
At NMS Recruit, we help businesses across Sales, IT, Finance, Commercial, IT, Automotive sectors, Utilities, Energy & Telecoms sectors to build successful teams.We see that the best hiring decisions come from striking the right balance.
Let’s break it down.
The Case for Hiring Skills
Skills are measurable, tangible, and often essential. For roles in IT or Finance, specific technical skills or qualifications are non-negotiable; you wouldn’t hire an accountant without accountancy training, or an IT engineer without relevant technical knowledge.
The benefit of hiring for skills is clear: the candidate can hit the ground running. There’s less need for training, and you can be confident they’re able to handle the day-to-day demands of the role.
But there’s a downside. Skills alone don’t guarantee success. A candidate may have the expertise, but if they lack the right attitude or can’t adapt to your culture, they may not last. That leads to wasted time and money, and back to square one in the hiring process.
The Case for Hiring Personality
Hiring for personality is about prioritising cultural fit, attitude, and potential. The right personality traits (such as resilience, adaptability, and collaboration)can be powerful indicators of long-term success.
This approach often works best in roles where soft skills are as important as technical knowledge, such as Sales or Customer Service. Candidates who are enthusiastic, motivated, and willing to learn can often be trained in the technical aspects of a role.
The risk? Training takes time and resources. If you need someone who can deliver from day one, hiring purely on personality could leave you with a gap in performance.
Getting the Right Balance
The smartest hiring decisions balance both skills and personality. Here’s how to do it:
1. Identify must-have skills: Be clear on what’s essential from day one versus what can be taught.
2. Assess personality during interviews: Ask situational questions that reveal how a candidate works under pressure, in a team, or with clients.
3. Think long-term: Consider not just whether the person can do the job now, but how they’ll grow with your business.
4. Involve your team: Sometimes the best way to judge cultural fit is to see how candidates interact with potential colleagues.
Real Client Example
We recently worked with a client in the Commercial sector who had been struggling to fill a sales role. They were focused heavily on finding someone with prior industry experience... with no success. We then shifted their approach to consider personality and potential.
We introduced them to a candidate who had the right personality traits, but came from a different sector. With a few weeks of training, they were not only up to speed but quickly exceeded sales targets.
It was a reminder that skills can often be taught, but the right personality can transform a team!
Our Conclusion
So, should you hire for skills or personality? The answer is: both. Skills are essential for immediate performance, but personality is often the better predictor of long-term success.
By striking the right balance and knowing when to prioritise one over the other, you’ll not only fill vacancies but build stronger, more resilient teams.
At NMS Recruit, we help businesses find candidates who have the right mix of expertise and attitude. Whether you need someone who can deliver from day one or a future leader with potential, we’ll help you make the right call.
