Are you going to choose a candidate who is 100% suitable for the skills and experience you are looking for but only in harmony with your company culture and your personality that matches 70-80%?

Or do you prefer someone who is very suitable for corporate culture and personality, even if they are not entirely suitable for the skills and experience you are looking for?

Or maybe the question should be, should you employ based on what can be done by candidates? Or who is the candidate and what they are Can Do?

I remember helping agents with employees who were very senior years ago, and they have a candidate who is 100% suitable for the skills and experience they are looking for, but I tell them that the candidates are still far from the culture and personality that is suitable for the agency. They continue to advance by employing candidates because they feel they will be good because of their skills and experiences. Three months later I received an email from MD who said “Phil, you are right, they do not match our culture, in the future we will give more focus on the appropriate culture and personality”

– In the end skills can be developed and developed from time to time. Considering the speed of industrial change is fast, some special skills become outdated depending on its role.

– However, personality and how that person affects your company’s culture, far more challenging to change.

-Course, some skills cannot be negotiated but if you focus purely on finding candidates who can do everything, you might ignore individuals who can make a big impact on your team and business, through their personalities and cultures, and their medium -term potential. It doesn’t always have to be about finding unicorns, as I often say, if you can find a horse with a great personality, maybe you can add your own horns? Or with the help of external training – There are so many skills training available for anyone in a creative or marketing role, we know many training providers for various skills and disciplines, contact if you want us to introduce you to anyone.

Remember, finding the right personality is not about cloning your existing people, this is about adding culture and dynamic teams with someone who brings something new to the table.

In the end why not change the focus of hiring your talents to personalities and cultural compatibility, allied with stripped backs, a series of important skills, and see how it has an impact on the success of your long -term recruitment?

But how do you judge your company culture and measure it?

Make sure you track your main metrics – the level of retention and referral, turnover level, involvement and collaboration.

There are various methods that you can use to assess your company’s culture including employee surveys, performance management tools, analytical tools, out of interviews, focus groups and organizational assessment systems such as organizational cultural assessment instruments (OCAI) or business needs scores. Through the above combination, you will be able to build a clear picture of your company culture and then be able to employ it, and be able to articulate it to potential new employees. Tools such as Thomas Perform have been designed and built to enable entrepreneurs to employ and maintain the best people and are worth considering further. Thomas for more than 40 years has developed the science of people who helped teams and businesses develop, and that is something we have used for years. We have made a personality profile from a potential new addition through a team audit to better understand the existing team, to find the best personality when adding the team. In the end gives you a better understanding of yourself and your colleagues.

So, next time you recruit, think about whether you want to hire based on what the candidates have done before? Or who is the candidate and what can they do?

Post Skills vs personality first appeared in creative resources.

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Originally posted 2025-09-05 18:53:51.