When is Personality More Important than Skills and Experience?

Culture-Word-CloudInterviewing Skills: Pedigree vs. Personal.

As a trend, businesses are focusing on a positive work culture as a key element in recruiting. A well-established work culture serves to keep employees engaged with the workplace and can inspire employees to perform above expectations consistently. With Millennials outnumbering Boomers in the workforce and an emerging trend of Job Hopping; recruiting is more than just finding skills and experience, it is finesse in recruiting a mindset and personality fit.

In the article, “The Magnificent Seven: Interview Questions To Help Hire The Right Candidate,” Scott Span, highlights important questions to ask for finding a recruit that not only has the skills, but also the right mindset. Vetting candidate applications for interviews should focus on documented skill and experience. From there, with the candidates who are interviewed, the questions should focus on work ethic, commitment, and mindset.

The Magnificent Seven Questions: (1)

  • Why should we hire you?
  • What is your biggest hot button?
  • What makes you a fit for our culture?
  • What was the worst work environment you’ve ever been in?
  • What do you want to get out of this role?
  • Why are you successful?
  • What motivates you?

Not a single question asks about duty-related specific qualifications, experience, or skill. The first in-person interview process should focus on the intangibles of work culture and potential commitment.

Work culture has many benefits, as it plays a vital role in employee happiness, engagement, and retention. Happy employees are productive employees. Engaged employees are loyal employees. Loyal employees stay in their jobs longer, lowering the cost of turnover.

Turnover is expensive: it costs employers not in just hiring new employees but in adjusting to the new personnel. A change in working teams disrupts workflow and lowers productivity. It can take from six months to a year to get the team back up to production levels that existed prior to the former employee leaving.

If you’re not using work culture as a recruiting and retention practice now, consider taking additional training for boosting your strategy and skill. OmegaComp HR’s sister company, HR to Go provides recruitment strategy courses both online and in the Midtown office. Visit their website at hrtogo.com to see what training is available.


  1. http://www.eremedia.com/tlnt/the-magnificent-seven-interview-questions-to-help-hire-the-right-candidate
  2. https://hbr.org/2011/06/you-cant-dictate-culture-but-y/