Expertcore Inc (Ex Core Co.)’s Post

Hiring for Character: The Key to Building a Thriving Team In today’s fast-paced work environment, it’s easy to focus on hiring candidates who check every box on a skills checklist. But here’s the truth: most technical skills can be taught or learned with time and the right resources. What truly sets great employees apart—and drives long-term success—is their character. Traits like integrity, adaptability, empathy, and a strong work ethic form the foundation of a thriving team. These qualities can’t be easily “taught” in a training program, but they influence how someone approaches challenges, collaborates with others, and embodies your company’s values. When we hire people with the right character: • They contribute to a positive and collaborative culture. • They demonstrate resilience and growth, even in the face of obstacles. • They take ownership of their roles and lead with accountability. As leaders, let’s focus on identifying individuals who not only fit the role but also align with our mission and values. Skills can be developed; character is what creates impact. What’s your perspective on this? Have you experienced the power of hiring for character over skills? Share your thoughts—I’d love to hear them!

You can teach a skill but not an attitude.

I believe this as long as you have aptitude and attitude you can

Building a team is one thing, and Nurturing like-minded people along the way is another Hiring, collaborating and contracting for business growth and scaling requires a different mindset Cultivating a growth vision in your team members Requires another approach Founders who try to merge both directions often end up in messed-up situations As it affects both the team's performance and deliverables Here’s how I managed to differentiate both aspects successfully - Concise and simple hiring process to analyse the talent - Quick Onboarding and training modules to get started  - Flexibility & Exception Margins to help them get familiar to process - Continuously analyzing the performance with concise feedback - Equal opportunity for every member to share their visions - Celebrating their small wins to keep the motivation streamlined Getting the right talent may be fortunate, but retaining them happens with cultivating a growth mindset. P.S. How do you retain your team members and keep them motivated along the way? Share your approach in the comments! #doerztech #teamretention #teamwork #hiringvsretention

99% of jobs can be taught. But you can’t teach attitude! What are most leaders looking for? ↳ The smartest candidates ↳ Impressive qualifications ↳ Years of experience ↳ Advanced degrees But what should they truly prioritize? (And what’s way harder to find) ↳ A willingness to adapt ↳ A genuine drive to learn ↳ The mindset to get sh#t done ↳ Resilience to overcome challenges ↳ A positive attitude that lifts the team So let’s give people a chance! Because what really counts is attitude and growth mindset. Hire for attitude. Train for skill. That’s how you build a winning team! ♻️ If this resonates with you, share this post.

spot On!! I have always been an advocate for Continuous Learning and Growth. I also champion "Hiring for Attitude + Skill" and yes, in that order..... Attitude first.... Then Skill..... If you have Skill and no attitude, you will be like the "seed" or "plant shoot" with no root, you will become a cancer in the organization and eventually cause problems for the organization. If you have the right attitude, it will only take a little time for the Learning process ( reskilling or upskilling) and you will take the organization to another level, your attitude will breed cohesion and even create a growth culture. Cheers!!

Development and training is key to any company’s success

Unfortunately, they often overlook the potential within individuals by adhering strictly to traditional hiring criteria.It's essential to understand that99% of jobs can be taught, and by giving people a chance, we can unlock hidden talent and creativity. Embracing a more inclusive approach that values willingness to learn and adaptability over rigid experience requirements not only empowers individuals but also transforms our workplaces with diverse perspectives and skills.

Victoria is absolutely correct, soft skills are often under valued in the hiring process. Throughout my career I have seen a preference for making hires based on degrees that have little to no relevance to the job at hand and years of experience in the field. This is especially true when making an external hire. I have seen it and been guilty of it. For internal promotions, we tend to bring soft skills back into the equation. You’re going to promote the person with the best attitude, people skills, and ability to get things done, not just the person who has been with you the longest. Imagine if we could only hire people who would some day be a strong candidate for a promotion because we hired people with amazing attitudes and other soft skills. I am fortunate enough to say that I found my career in large part due to a leader who was willing to break form their past practices and take a chance on someone who was new to the field but had the unteachable soft skills to succeed. I am happy to say that this resulted in my reviving several promotions over the years to my current role leading the firm. I am also fortunate enough to have been able to hire and/or mentor a few individuals who lacked the desired experience but had the attitude and desire to learn and grow the firm that we all wish every employee had. These individuals have been amongst the best hires I have been fortunate enough to make. I strive to follow Victoria Repa’s guidance and hire for attitude and train for skill.

That's a thoughtful perspective! Providing opportunities and fostering a learning mindset can truly unlock potential in individuals, making workplaces more inclusive and dynamic.