Hiring for Attitude: The Key to Building Strong Teams

When companies open positions for hiring, they often have a set list of criteria to find the most suitable candidates. Typically, this includes qualifications, experience, and past achievements. However, one crucial factor often receives less emphasis—the candidate’s ability to work effectively within a team.

A person’s attitude toward teamwork, their willingness to take responsibility, and their readiness to collaborate can be the defining elements of a successful hire. Yet, these qualities are frequently overlooked in favor of technical expertise or impressive resumes.

A Hiring Approach That Works

In my experience overseeing hiring processes, I’ve learned that assessing a candidate’s attitude is just as important—if not more—than evaluating their credentials. When given the responsibility to hire, I implemented an unconventional yet highly effective approach.

The process began with the Human Resources (HR) department screening applications based on qualifications and experience. They conducted the initial interview, but instead of making the final decision, I requested a second interview conducted by a panel. This panel consisted of team members from my department. My instruction to them was simple: Find a candidate with the right attitude who would fit seamlessly into the team dynamic.

Once the team made their selection, I briefly met the candidate to outline my expectations and assess their readiness for the role.

A Controversial but Effective MethodThis approach was met with resistance from the HR Director and the leadership team. They perceived it as deviating from the traditional hiring process and saw it as undermining my assigned responsibility. However, I stood firm, believing that empowering the existing team to choose their future colleague would result in a more cohesive and productive work environment.

Two decades later, I look back at that decision with confidence. The candidate selected by the team not only remained with the organization but also grew to lead the very department she was hired into. A similar process was applied in another hiring situation, in a different organization, yielding the same result—the employee chosen by the team thrived and continued to contribute significantly to the department’s success.

Why Team Involvement in Hiring Works

When team members are involved in selecting a new colleague, several benefits emerge:

Stronger Team Cohesion: Employees naturally choose someone they feel comfortable working with, reducing the friction of new hires adjusting to the team.

Higher Commitment to Success: When staff are involved in hiring, they take ownership of integrating and supporting the new employee, minimizing downtime for rapport-building.

Better Cultural Fit: Existing employees assess not just skills but also attitude, ensuring that the hire aligns with the company’s values and dynamics.

A Call for Change in Hiring Practices

Hiring decisions should not be dictated solely from the top. Instead, involving the team in the selection process creates a workplace where employees feel invested in their colleagues’ success. This approach fosters long-term commitment, reduces turnover, and ultimately strengthens the organization as a whole.

Companies must recognize that qualifications alone do not make a great employee—attitude does. By prioritizing teamwork and cultural fit alongside credentials, businesses can build stronger, more resilient teams. It’s time to rethink hiring strategies and embrace the power of selecting people for their attitude, not just their resumes.