In the world of recruitment and human resources, the maxim “hire for attitude, train for skills” is frequently touted. This adage suggests that a candidate’s disposition and mindset are paramount, as skills can be cultivated over time. While this approach holds merit, particularly for entry-level hires and fresh graduates, its application to lateral hires—those joining at a mid or senior level—requires a more nuanced consideration.

Organizations exist to deliver value, drive innovation, and achieve business goals. Their success hinges on a fine balance of several factors, including the competence and demeanor of their employees. Thus, while fostering a positive attitude is crucial, it is equally essential to ensure that new hires possess the requisite skills to contribute effectively from the outset.

The Rationale Behind “Hire for Attitude”

The idea of prioritizing attitude stems from the belief that the right mindset can significantly influence an individual’s performance and adaptability. An employee with a positive attitude is more likely to embrace challenges, exhibit resilience, and contribute to a healthy workplace culture. As Richard Branson famously said,

Train people well enough so they can leave. Treat them well enough so they don’t want to.

This underscores the importance of nurturing employees’ development while maintaining an environment that values their well-being.

For fresh graduates and entry-level positions, this approach is particularly relevant. These individuals often lack extensive experience, and their potential for growth is a critical factor in their recruitment. Organizations can shape their skills through training programs and mentorship, ensuring that their attitudes align with the company’s values and culture.

The Critical Balance for Lateral Hires

However, when it comes to lateral hires, the equation changes. These positions typically require individuals to hit the ground running, bringing with them a wealth of experience and specialized skills. The learning curve for such roles needs to be minimal, as the impact of their contributions is often immediate and significant.

The cliché of “hire for attitude” may fall short in these scenarios. A lateral hire with an excellent attitude but insufficient skills can lead to inefficiencies, unmet targets, and even a potential decline in team morale. Conversely, a highly skilled professional with a poor attitude can disrupt team dynamics and erode workplace culture. Therefore, both attitude and skill are indispensable for lateral hires.

The Symbiosis of Skills and Attitude

In practice, the most successful organizations recognize the symbiosis between skills and attitude. They understand that while skills can be taught, the intrinsic qualities of attitude—such as a commitment to excellence, openness to feedback, and collaborative spirit—are equally crucial.

Peter Drucker, a pioneer in modern management theory, emphasized the importance of both aspects when he said,

Culture eats strategy for breakfast.

This highlights the significance of attitude and culture in achieving strategic goals. Yet, without the necessary skills to execute these strategies, even the most positive attitude may not yield desired results.

Practical Implications for HR Professionals

For HR professionals and hiring managers, this balanced perspective necessitates a dual focus during the recruitment process. Here are some practical steps to ensure both attitude and skills are adequately assessed:

1. Comprehensive Job Descriptions: Clearly define the skills and competencies required for the role, along with the desired attitude and cultural fit.
2. Behavioral Interviews: Use behavioral interview techniques to assess candidates’ past experiences and how their attitude influenced their achievements and problem-solving abilities.
3. Skills Assessments: Incorporate practical tests or assignments that evaluate the candidate’s technical capabilities relevant to the role.
4. Cultural Fit Assessments: Include assessments or discussions that gauge how well a candidate’s values and work style align with the organization’s culture.
5. References and Background Checks: Validate the candidate’s past performance and attitude through thorough reference checks.

The Role of Leadership in Balancing Skills and Attitude

Leaders play a pivotal role in setting the tone for balancing skills and attitude within their teams. They must model the behaviors they wish to see, championing both professional excellence and a positive, inclusive culture. By doing so, they create an environment where employees feel valued and motivated to continually develop both their skills and their attitudes.

The mantra “hire for attitude, train for skills” holds considerable wisdom, particularly for entry-level positions where potential and growth are key considerations. However, for lateral hires, this adage must be tempered with a pragmatic assessment of the immediate skills needed to succeed in the role.

Organizations thrive when they maintain a holistic view of talent acquisition, one that values both the attitudes and the skills of their employees.

A successful hire is not just a blend of skills and attitude, but the right alignment of both with the organization’s mission and values.

By fostering this balanced approach, organizations can build a workforce that is not only competent and capable but also resilient, engaged, and aligned with the company’s long-term vision. This dual focus ensures that every hire—whether entry-level or lateral—contributes to the collective success and growth of the organization.