HIRE PEOPLE WITH THE RIGHT ATTITUDE AND TEACH THEM THE SKILLS

By: KHIM Phon

In today’s fast-paced and ever-evolving business landscape, organizations are constantly seeking ways to build resilient, adaptable, and high-performing teams. One of the most impactful strategies is to hire people with the right attitude and teach them the skills they need to succeed. This approach is gaining traction across industries, as leaders recognize that while technical skills can be taught, the right mindset is much harder to instill.

Why Attitude Matters More Than Skills

1. Culture Fit and Team Dynamics

Employees who possess the right attitude are more likely to align with a company’s values and culture, fostering a collaborative and positive work environment. According to Harvard Business Review, “skills can be learned, but values and attitude are deeply ingrained” ([HBR, 2014](https://hbr.org/2014/01/hire-for-attitude-train-for-skill)). When team members share a similar outlook and approach to work, they communicate better, resolve conflicts more effectively, and support each other’s growth.

2. Adaptability and Growth Potential

The modern workplace is characterized by rapid technological advancements and shifting market demands. Employees with a positive attitude are more open to change, eager to learn, and willing to take on new challenges. Research from Leadership IQ found that 46% of new hires fail within 18 months, mainly due to attitude issues rather than lack of skills ([Leadership IQ, 2010](https://www.leadershipiq.com/blogs/leadershipiq/35354241-why-new-hires-fail)). Hiring for attitude ensures that your workforce is ready to adapt and grow with your organization.

3. Reduced Turnover and Increased Retention

Employees who fit well with the company culture and demonstrate a willingness to learn are more likely to stay engaged and committed. This leads to lower turnover rates and higher retention, saving organizations significant costs associated with recruitment and training. Gallup’s research shows that engaged employees are 59% less likely to look for a new job ([Gallup, 2017](https://www.gallup.com/workplace/236441/employee-engagement-drives-growth.aspx)).

Training for Skills: The Practical Approach

While attitude is critical, employees still need the technical know-how to perform their roles effectively. That’s where training for skills comes in. By investing in robust training programs, organizations can ensure that their team members are equipped with the latest knowledge and competencies required for success.

1. Onboarding and Continuous Learning

Effective onboarding programs help new hires acclimate to their roles and learn the necessary skills quickly. Ongoing training, via workshops, e-learning platforms, and mentorship, ensures that employees continue to develop and stay updated with industry trends.

2. Closing the Skills Gap

Hiring for attitude opens up a broader talent pool, including candidates who may lack specific technical skills but have the potential to learn. This approach is particularly valuable in industries facing skill shortages, as it allows organizations to train promising individuals rather than relying solely on those who already possess the required expertise.

3. Employee Development and Engagement

Providing opportunities for skill development demonstrates a commitment to employee growth, which boosts morale and engagement. According to LinkedIn’s Workplace Learning Report, 94% of employees would stay at a company longer if it invested in their career development ([LinkedIn, 2019](https://learning.linkedin.com/resources/workplace-learning-report-2019)).

How to Hire for Attitude

1. Behavioral Interviewing

Ask candidates to share examples of how they’ve handled challenges, worked in teams, or adapted to change. Look for signs of curiosity, resilience, and coachability.

2. Assess Cultural Fit

Evaluate whether candidates’ values and working styles align with your organization’s culture. This can be done through targeted questions, personality assessments, or trial projects.

3. Focus on Emotional Intelligence

Attitude is closely linked to emotional intelligence—skills like self-awareness, empathy, and interpersonal communication. Candidates who demonstrate high emotional intelligence are more likely to succeed in dynamic environments.

Case Study: Southwest Airlines

Southwest Airlines famously hires for attitude and trains for skills. Their recruitment process emphasizes personality, customer service orientation, and cultural fit. As a result, Southwest consistently ranks high in customer satisfaction and employee engagement ([Forbes, 2017](https://www.forbes.com/sites/shephyken/2017/06/18/southwest-airlines-has-an-amazing-culture-and-it-starts-with-hiring-the-right-people/)).

Conclusion

Hiring people with the right attitude and teaching them the skills is a powerful strategy for building successful teams. By prioritizing mindset over technical expertise, organizations can create adaptable, motivated, and loyal workforces. Combined with effective training programs, this approach not only fills immediate skill gaps but also lays the foundation for long-term growth and innovation.

References

1. Harvard Business Review. (2014). [Hire for Attitude, Train for Skill](https://hbr.org/2014/01/hire-for-attitude-train-for-skill)

2. Leadership IQ. (2010). [Why New Hires Fail](https://www.leadershipiq.com/blogs/leadershipiq/35354241-why-new-hires-fail)

3. Gallup. (2017). [Employee Engagement Drives Growth](https://www.gallup.com/workplace/236441/employee-engagement-drives-growth.aspx)

4. LinkedIn. (2019). [Workplace Learning Report](https://learning.linkedin.com/resources/workplace-learning-report-2019)

5. Forbes. (2017). [Southwest Airlines Has An Amazing Culture And It Starts With Hiring The Right People](https://www.forbes.com/sites/shephyken/2017/06/18/southwest-airlines-has-an-amazing-culture-and-it-starts-with-hiring-the-right-people/)