Hiring for Attitude Beats a Dozen Degrees Every Time
A fast-growing fitness company needed new managers. Instead of scanning resumes for elite schools or long lists of credentials, they surveyed their floor staff for nominations: 'Who brings the most positive energy? Who do members always ask for by name?' The same few names came up repeatedly. Managers set up informal chats—over coffee, during workouts, on break—to see if these rising stars showed curiosity and willingness to learn, not just technical aptitude. Some, it turned out, hadn't led before but knew every member's name, listened deeply, and suggested ways to make members happier.
One particular hire, Xiki, started as a receptionist. Over years, her superiors noticed her natural empathy and drive, and promoted her step by step—soon, she ran one of the busiest locations, delighting customers and growing new team leaders herself.
Behavioral research on hiring shows that while expertise gets people in the door, attitude, grit, and culture fit drive long-term performance. Companies that hire for personality and promote from within enjoy much lower turnover, higher morale, and faster growth than those that focus only on paper skills.
Draw your focus to the spark each person brings, valuing curiosity and optimism at least as much as raw skill. When you’re building or joining a team, bring future colleagues into the hiring or onboarding process, so everyone feels out real chemistry from the start. Give extra responsibility or encouragement to those who show up with passion and drive, regardless of their resume’s pedigree. Start today: who around you consistently lifts others up? Invite them to play a bigger part.
What You'll Achieve
Construct teams that thrive on engagement, creativity, and loyalty, elevating both performance and retention.
Spot and Grow Passionate People for Every Role
During your next interview or collaboration, look for spark—not just skills.
Notice curiosity, humor, and teamwork indicators: Is the person engaged, open, and eager? Give space for their personality to shine, even if they’re shy at first.
Involve peers in hiring or onboarding so cultural fit comes first.
Let future teammates interact with candidates or new members, testing for real chemistry and shared motivation.
Promote from within when you find raw talent.
Notice when someone steps up, even from an unconventional background, and reward their initiative and growth.
Reflection Questions
- When did you last get excited about working with someone—what sparked that?
- How can you detect attitude or drive in someone who’s shy, nervous, or not polished?
- Who on your team or in your group deserves a shot at more responsibility?
Personalization Tips
- In student councils, give newcomers actual project ownership—see how they lead and collaborate beyond their resumes.
- At work, invite team members to ask 'cultural' questions in interviews, such as favorite jokes or stories.
- Among volunteers, recommend someone for extra responsibility after noticing their passion during meetings.
The Virgin Way: Everything I Know About Leadership
Ready to Take Action?
Get the Mentorist app and turn insights like these into daily habits.