The Truth About Hiring: Balancing Skills and Culture for Success

WHY Hospitality UK

January 18, 2025

When it comes to hiring, the choice is often tricky: should you prioritise attitude or technical ability? What if I told you that everything—yes, everything—is a skill? Personality, attitude, and even being a “culture fit” are all collections of learned behaviours. If it’s learned, it’s teachable. If it’s teachable, it’s a skill.

The secret to great hiring isn’t about choosing one over the other. It’s about understanding when to focus on skills and when to focus on attitude to get the best return on your investment (ROI). Let’s explore how you can strike the right balance.

Everything is a Skill—Even Personality and Attitude 

It’s a common belief that personality is fixed—people often say, “That’s just who they are.” But research tells a different story. Personality is made up of behaviours shaped by someone’s environment, upbringing, and experiences. Because these behaviours are learned, they can be improved and developed over time.

Examples of Personality as Learned Behaviours:

• Introversion vs. Extroversion: Being shy or outgoing isn’t fixed. A shy person can become more confident, and an outgoing person can learn to be more reflective.

• Resilience: Staying strong under pressure is a skill. People can learn coping strategies, problem-solving techniques, and emotional regulation.

• Openness to Feedback: This develops through trust, self-awareness, and emotional intelligence.

The same applies to attitude. It’s not innate; it’s shaped by behaviours like how someone handles challenges, responds to criticism, or collaborates with others. With the right guidance and support, these behaviours can be refined.

Culture Fit: A Collection of Learnable Behaviours 

“Culture fit” often sounds like a vague concept, but in reality, it boils down to behaviours that align with your company’s values and ways of working. Since behaviours are learned, culture fit is also a skill that can be nurtured.

Examples of Culture-Fit Behaviours:

• Communication Style: Do they prefer direct feedback or collaborative brainstorming?

• Work Ethic: Are they reliable, proactive, and committed to excellence?

• Respect for Values: Do they embody teamwork, customer care, or attention to detail?

• Adaptability: Are they open to new systems and ways of working?

Hiring for culture fit isn’t about finding someone who’s already perfect—it’s about recognising their potential to grow into the role and the team.

A Tactical Approach to Balancing Skills and Culture 

When evaluating candidates, you can take a more strategic, measurable approach to balancing skills and culture fit:

1. Rate the Candidate on Two Scales:

2. Calculate the Cost of Development:

3. Decide if They’re Worth the Investment:

This method allows you to make hiring decisions based on clear, measurable factors rather than gut feelings or assumptions.

When to Focus on Skills vs. Attitude 

The choice between prioritising skills or attitude often depends on the specific role and its immediate needs.

• Roles Requiring Immediate Expertise: For technical or leadership positions, prioritising existing skills may be essential. But remember: skills without cultural alignment can create friction over time.

• Roles with Long-Term Growth Potential: When time and resources allow, it may be wiser to prioritise attitude and invest in training. Team harmony and shared values can have a far-reaching impact.

Making Smarter Hiring Decisions To strike the right balance, consider these steps:

1. Define the Role’s Priorities: Ask yourself—does this position require immediate technical expertise, or is cultural alignment more critical for long-term success?

2. Evaluate Potential, Not Just Current Ability: Use the two scales for culture fit and skills, then assess what’s needed to bridge any gaps.

3. Invest in Development: Whether it’s technical training or mentorship for cultural alignment, view hiring as an ongoing process, not a one-time decision.

The Takeaway: It’s All Learnable 

Everything is a skill. Period. It just is. 

Whether it’s personality, attitude, or cultural alignment, the question isn’t if someone can improve—it’s how much you’re willing to invest to help them succeed.

Hiring isn’t about fitting people into rigid boxes. It’s about making thoughtful choices that drive growth, teamwork, and shared success.

What’s Your Approach?

How do you balance skills and culture when hiring? 

Share your thoughts in the comments below—let’s learn from each other!

This article was thoughtfully crafted for WHY Hospitality UK by Alex Munford, an experienced hospitality leader dedicated to inspiring and empowering others.