Hiring for Character: Does It Actually Predict Success?
We all want to build teams with integrity, trust, and strong values. But can you actually test for character in hiring, or is it just an illusion?
Many organizations rely on personality assessments like Myers-Briggs, DISC, or strengths finders, believing they can predict how someone will fit into a team. Others swear by values-based interviews, hypothetical scenarios, and gut instincts. But do these approaches really work? Or do they just help us justify the decisions we were already going to make?
In the next episode of Leadership Explored, we dive into the challenges, risks, and best practices around hiring for character. Here’s what we cover:
🔹 The pros and cons of personality tests, values assessments, and behavioral interviews.
🔹 Why hiring for “culture fit” can sometimes lead to hiring for bias instead of strength.
🔹 The risk of hiring high performers who lack trust and integrity—and why they can quietly destroy teams.
🔹 Why learning agility is a better predictor of long-term success than personality type.
🔹 Actionable strategies to refine your hiring process and build high-trust, high-performance teams.
We’ve all seen cases where a new hire looked perfect on paper—only for things to go wrong once they joined the team. So how do we balance hiring for who someone is today with their potential to grow into the leader we need tomorrow?
🎙️ New episode drops Tuesday! If you’ve ever been part of a hiring process—either as a leader or a job candidate—you won’t want to miss this one.
💬 Have you ever seen hiring for “character” go really right or really wrong? What’s been your biggest hiring challenge? Share your thoughts in the comments!