Hiring for Character: Does It Actually Predict Success?
Next Episode of Leadership Explored Coming in 1 Week
Personality tests. Values-based hiring. Culture fit. Many organizations rely on these to predict who will thrive on their teams.
But do they actually work? Or are we just convincing ourselves they do?
🔎 Episode 4 of Leadership Explored drops next Tuesday, and we’re tackling the myths and realities of hiring for character.
We’ve all seen it before:
✔️ A candidate aces every interview but turns out to be a toxic hire.
✔️ A personality test suggests a “perfect fit” who doesn’t perform.
✔️ A leader hires for “culture fit” but ends up with a homogenous team that lacks diverse perspectives.
So how do we actually assess character in hiring? And does it even matter?
What We’re Exploring in Episode 4:
The real risks of hiring for culture fit—and how it can backfire.
Why behavioral interviews reveal more than hypothetical questions.
The high performer, low trust dilemma—when a great hire becomes a leadership nightmare.
How learning agility is a better predictor of success than personality assessments.
We’re digging into the tough questions: Are we hiring for who people are today, or who they can become?
🎧 Episode 4 drops next Tuesday—subscribe to Leadership Explored on Substack to get it first!
💬 What’s your experience with hiring for character? Have you seen it work—or fail? Drop your thoughts below!
#LeadershipExplored #HiringForSuccess #TrustMatters #LeadWithPurpose