Is Hiring for Character a Hiring Myth?
🚀 Every leader wants to build a strong, values-driven team. But does hiring for character actually work?
In Episode 4 of Leadership Explored, we dive into one of the most debated topics in hiring: character-based hiring.
Companies swear by values-based hiring, personality tests, and “culture fit” to build cohesive teams. But do these methods really predict success? Or do they reinforce bias, lead to bad hiring decisions, and create teams that all think the same way?
Let’s explore what works, what doesn’t, and how leaders can build high-performing teams that thrive.
The Problem with Hiring for Character
Hiring managers love to talk about values alignment and culture fit, but these ideas are often flawed in practice.
✔️ Personality tests like Myers-Briggs and DISC are not reliable predictors of success.
✔️ High performers without trust damage team culture in the long run.
✔️ Behavioral interviews work far better than hypothetical “what would you do?” questions.
✔️ The best hires aren’t just a fit today—they have the learning agility to grow over time.
💡 So how can leaders actually assess character without falling into these traps?
Key Insights from the Episode
🔹 Personality Tests Won’t Save You
“We all want a shortcut to assessing character, but no test will tell you everything. The real question is—are we hiring for who people are today or who they can become?” – Ed Schaefer
Hiring based on a personality test alone is risky. While tools like DISC or StrengthsFinder can be useful for self-awareness, they shouldn’t decide who gets hired.
🔹 The Hidden Risk of High Performers Without Trust
“A toxic high performer might boost short-term results, but they’ll erode trust, morale, and team cohesion in the long run. No level of skill is worth that cost.” – Ed Schaefer
Many companies tolerate high performers with low trust—but this can quietly destroy team culture. Leaders who prioritize short-term results over long-term trust will eventually pay the price.
🔹 Why Behavioral Interviews Work Best
“Hypothetical questions are too easy to game. If you want to understand someone’s character, ask about a time they handled adversity, not what they would do in theory.” – Andy Siegmund
Instead of asking “What would you do in this situation?”, ask “Tell me about a time you handled a difficult situation.” Real-world actions tell you far more than a polished, rehearsed response.
🔹 The Best Hires Have Learning Agility
“The workplace changes, leadership evolves, and the best employees evolve with it.” – Ed Schaefer
The most successful employees aren’t just great at what they do today—they’re adaptable, open to feedback, and willing to grow. Leaders who focus too much on “culture fit” today risk missing out on the best future team members.
Final Thought: What’s Your Take?
💬 Have you seen hiring for character work—or completely backfire?
We’d love to hear from you. Drop your thoughts in the comments or reply to this post!
🎧 Listen to the full episode here: leadershipexploredpod.com
🔁 If this topic resonates with you, subscribe to Leadership Explored on Substack for more leadership insights every other week.
#LeadershipExplored #HiringForCharacter #LeadershipDevelopment #WorkplaceCulture #TrustInLeadership