Skills vs. Attitude: Why you shouldn't bullsh*t your way into a firm.

I prepared well for the interview. I was ready for difficult technical questions. I stepped into the firm's office with a high level of confidence. To date, I have not failed a technical round in my career.

After the initial introduction, I was ready to field the questions. Instead, he took out a printed copy of a presentation and started explaining how the current team is structured, what the team values, and what are the shared goals. 

This was new to me. Typically, most interviews I have appeared in were all about skill and knowledge. 

Suddenly, I was in the middle of a discussion with the senior person who was asking - if would I like to join them and be part of such a setup.

I was confused. I asked, "Shouldn't you evaluate if I am the right fit?" He said, "Well I am but I need your opinion too if you will be comfortable?"

I got the offer letter.

After spending six months on the job, I inquired, "How did you know if I was the right fit?". 

He smiled and said, "Your credentials spoke about your technical skills. I had no doubts as I did a reference check. I wanted to learn about your attitude, and if that will align with my team."

In today's competitive talent landscape, finding the perfect candidate can feel like searching for a unicorn. We focus on experience, certifications, and technical skills, but what about the often-overlooked factor: attitude?

The truth is, knowledge is readily available.

We live in an information age where acquiring new skills is easier than ever. There are online courses, workshops, and a wealth of resources at our fingertips. An individual with the right drive can learn the technical aspects of a job.

Here's the challenge: attitude is a different beast.

It's the foundation on which everything else rests. A positive, can-do attitude fosters collaboration, innovation, and problem-solving. It fuels resilience and a willingness to learn. A bad attitude, on the other hand, can be a cancer, impacting morale, productivity, and overall team dynamics.

So, when building your dream team, prioritize the attitude of the candidate.

Here's why:

• Trainable vs. Unteachable:  You can develop someone's skills, but fundamentally changing their attitude is a much steeper climb.

• Culture Fit:  The right attitude ensures a good fit within your company culture. Someone who thrives in a collaborative environment might struggle in a more siloed structure.

• Long-Term Potential:  A positive attitude translates to a long-term commitment to growth and learning. They'll be the first to volunteer for new projects and embrace challenges.

How to Hire for Attitude

• Behavioural Interviewing:  Go beyond the resume. Ask questions that uncover past behaviours that demonstrate the desired characteristics.
• Team Fit Assessments:  Involve your team in the interview process. Their insights into how the candidate interacts with others are invaluable.
• Company Culture:  Clearly define your company culture and values. Look for candidates who resonate with those values and can contribute positively.

Remember, hiring for attitude doesn't mean neglecting skills entirely.

But by prioritizing the right mindset, you'll build a team that's not only talented but also thrives on collaboration and embraces challenges. That's a recipe for long-term success.

From a candidate's perspective, if they somehow bullsh*t their way into a job, they would realize that without the right attitude and fitment, they will struggle. In the short term, it will be a daily grind and lack of peace. Their long-term success in the firm is anyways doubtful.

About the Author

Rahul Gupta is the founder of Transform Ahead®️, a world-class Coaching and Leadership Development institution. He is an ICF Professional Certified Coach (PCC) and an Everything DiSC® certified trainer. Rahul is a published thought leader and his articles have been featured in Entrepreneur, Money Control, Business World and CFO Connect.

About Transform Ahead®️

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