If there’s one topic that sends client meetings off on a long and winding tangent, it’s whether to hire based on attitude or skills. And the reason it sparks such debate is simple - the answer is, it depends.
Last month’s client meeting with a luxury residence was a great example of this. They needed to hire concierges quickly and ideally wanted to recruit based on attitude. The HR manager admitted she’d been frustrated for months, unsure why her frontline staff kept leaving. With a small team, they didn’t have the resources to train people into the role. High turnover pointed to a deeper issue in their hiring process and that’s when they turned to us for help.
With a shift in focus, we filled all their vacancies within a matter of weeks. Here are some of the key points we addressed:
What’s Trending
Recent research shows that 60–80% of UK businesses now prioritise attitude and behaviours over existing skills. Sounds straightforward, right? But you can’t see an attitude on a CV - and yet, many hiring managers still rely on a single page of text to decide whether someone is worth a call.
In a UK-wide employer survey in 2024, 71% of hiring managers said they still rely on Applicant Tracking Systems to screen CVs before a human ever sees them. Part of what we do at 4Leisure is help clients uncover real potential, the hidden gems who add long-term value to their business. And sometimes, that starts with leaving the CV at the door.
💡 A CV only tells half the story; attitude, motivation, and values reveal the rest.
What Did They Actually Need?
Hiring for attitude focuses on soft skills and a positive mindset - qualities that are much harder to teach. Skill-based hiring, on the other hand, emphasises technical ability and speed to productivity, which can be equally valuable depending on the role.
Before diving into applications, hiring managers should take a step back and ask:
Think about your last hire, did you focus more on skills or on attitude? How might that decision have impacted their performance and retention?
In this case, because it was a non-technical, customer-facing role, leaning towards attitude-first hiring proved to be the right route.
Why Can’t You Have Both?
Every client we work with wants both, and rightfully so. But recruitment is often about compromise. In our experience, unless there’s an urgent need for a very specific skill set, attitude wins nine times out of ten.
We typically see stronger retention and performance where employers hire primarily for attitude. For example, last year we partnered with a large London-based leisure management company who had struggled to find candidates that “ticked every box.”
After working with their leadership team to refocus their hiring approach, they were surprised at how quickly things changed. People chosen for their great attitude stayed longer, integrated more smoothly with the team, and were more likely to be promoted within their first year than their peers.
💡 Hiring for potential often pays off far more than hiring for perfection.
Why You Should Reassess
Some of our most successful placements, and the ones we’re most proud of, have come from candidates whose CVs didn’t meet every requirement. With in-depth screening, we uncovered their willingness to learn, adapt, and grow with the business.
We’ve placed:
- Business Developers with no field-based experience
- Graphic Designers without portfolios
- Trainers with no formal training background
All of whom went on to thrive in their roles. Our clients have seen greater hiring success simply by changing tack and resisting the urge to hit delete.
💡 Top Tips for Hiring Managers: Hiring for Attitude and Skill
1️⃣ Define the role clearly
- Before reviewing CVs, clarify which skills are essential and which can be trained.
- Ask yourself: If a candidate excels in attitude but lacks one technical skill, could they learn it on the job? How much value would that mindset bring to your team?
2️⃣ Focus on behavioural interview questions
- Ask questions that reveal how candidates handle challenges, adapt to change, and work with others. Example: “Tell me about a time you had to adapt to a new process quickly.” Example: “Describe a situation where you had to work with a difficult team member.”
3️⃣ Use structured scoring for attitude and culture fit
- Create a simple scoring framework for attitude alongside skills. Helps avoid bias and ensures consistency.
4️⃣ Don’t rely solely on CVs
- CVs often highlight experience but rarely show resilience, teamwork, or adaptability.
- Use phone screens, situational exercises, or short tasks to get a better sense of potential.
5️⃣ Observe interactions in context
- Involve team members in the interview process where possible.
- Watch how candidates interact with peers — real behaviour often speaks louder than answers on paper.
6️⃣ Look for learning agility
- Attitude isn’t just about being positive; it’s about willingness to learn, take feedback, and grow.
7️⃣ Balance urgency with long-term potential
- If a role is urgent, skills may weigh slightly higher.
- For long-term hires, prioritising attitude pays off in retention, engagement, and promotion potential.
8️⃣ Reflect post-hire
- Review hires after 3–6 months: did attitude or skill contribute more to success?
- Use this insight to refine future hiring strategy.
Final Thought
Skills can be trained, but attitude, motivation, and values are what drive long-term success.
At 4Leisure Recruitment, we help businesses hire for the future, not just for today. When you find people with the right mindset, everything else tends to follow.
📩 If you’d like to learn how we support businesses in refining their hiring strategy for better long-term results, get in touch today.
