Can You Really Hire for Character?

Or Is It Just Another Hiring Myth?

“Hire for character, train for skill.”

It’s a phrase you’ve probably heard before—one that many leaders swear by. The idea is simple: if you bring in the right kind of person, you can teach them the necessary skills. But does it actually work?

Does prioritizing character in hiring lead to stronger teams? Or are we just convincing ourselves it does, while unintentionally reinforcing bias and overlooking great talent?

That’s exactly what we’re tackling in this week’s episode of Leadership Explored.

The Hiring for Character Debate

Many companies now emphasize values-based hiring—using personality assessments, behavioral interviews, and even cultural alignment evaluations to determine whether a candidate will be a good fit.

But what if these hiring tools aren’t as reliable as we think?

Here’s what we break down in Episode 4: Hiring for Character – Does It Predict Success?

✅ Why high-performer, low-trust hires can erode team culture
✅ The risks of hiring for “culture fit” (and how it can reinforce bias)
✅ Personality tests & values assessments—do they actually work?
✅ The one interview question that truly predicts character
✅ How to balance hiring for trust and competence

The Problem with “Culture Fit”

One of the biggest hiring traps is prioritizing culture fit over actual capability.

It sounds like a great idea—hiring people who align with your team’s values. But too often, “culture fit” becomes a shortcut for hiring people just like us—which can stifle diversity, reinforce groupthink, and make it harder to build well-rounded teams.

Instead, great leaders look for culture add. Who brings something new? Who challenges perspectives in a productive way? Who expands what the team is capable of?

The #1 Question to Ask in Interviews

If you really want to understand someone’s character, don’t ask:
👉 “What would you do in X situation?”

Instead, ask:
👉 “Tell me about a time you faced this challenge and what you did.”

The difference? Hypothetical answers are easy to rehearse. But past behavior gives you real insight into how someone actually responds in tough situations.

Is Hiring for Character a Myth?

Character does matter. But it’s not a perfect predictor of success. If we rely only on values-based hiring or personality assessments, we risk making bad decisions—or worse, missing out on top talent because they didn’t fit into a predefined mold.

So where’s the balance? How do we hire for trust without reinforcing bias? And how do we build teams that are both high-performing and high-trust?

🎧 Listen to Episode 4 of Leadership Explored to find out.

🔗 Subscribe & listen now: leadershipexploredpod.com

👇 What do you think? Can we actually test for character in hiring? Or is it just a hiring myth? Drop your thoughts in the comments!