Steven Bartlett on Hiring: Why Character Trumps Experience

In a recent LinkedIn post, Steven Bartlett, host of the podcast The Diary Of A CEO, shares a critical lesson learned from his hiring experiences, emphasizing the paramount importance of character and teachable traits over traditional qualifications.

Bartlett recounts an instance where he hired an individual with a remarkably brief CV and seemingly no prior experience. The decision, he reveals, was heavily influenced by the candidate’s conduct and attitude, rather than a lengthy list of accomplishments.

“She thanked the security guard by name on the way into the building. When she didn’t know something, in the interview she said ‘I don’t know that yet, but here’s how I’d figure it out”… After the interview she went and self-taught herself the answer she didn’t know, and emailed it to me within hours.”

These actions, coupled with a thank-you note to everyone involved and a high score on a culture test assessing work ethic, ambition, and emotional intelligence (EQ), painted a picture of a candidate with exceptional potential. Bartlett highlights that this individual went on to become one of his best hires.

The ‘Hard Thing’ in Hiring

The core of Bartlett’s argument, developed over 15 years of hiring, is the principle of “hiring the hard thing.” He defines this as prioritizing attributes that are significantly more challenging to impart than technical skills or experience.

As Steven Bartlett points out:

“Culture fit and character is MUCH harder to hire than experience, skills or education.”

He elaborates on this by drawing distinctions between what can be easily taught and what is deeply ingrained:

• While Excel skills can be acquired in a weekend, fostering a genuine care for one’s work is a far more complex endeavor.
• Marketing expertise might be taught in weeks, but true emotional intelligence (EQ) requires a deeper, more time-consuming development.
• Systems training can be completed within a month, yet instilling a drive to win, a strong work ethic, and ambition cannot be achieved in the same timeframe.

Prioritizing Potential Over Proven Track Record

Bartlett’s philosophy suggests that employers should look beyond résumés filled with years of experience and instead focus on candidates who demonstrate a strong character, a willingness to learn, and an inherent drive. He contends that these qualities are the true indicators of long-term success and cultural alignment within an organization.

According to Steven Bartlett:

“You can teach someone Excel in a weekend. You can’t teach them to really give a shit about the work in a week.”

This approach advocates for a shift in recruitment strategy, encouraging businesses to invest in individuals who possess the foundational traits that predict growth and dedication, even if they lack a conventional pedigree. Bartlett’s own company, Steven.com & Flightstory, actively seeks candidates with a positive attitude towards change, a commitment to hard work, and exceptional learning agility, particularly for roles in AI and technology.

Bartlett concludes his post by inviting individuals who possess these qualities and aspire to ambitious goals to consider joining his team, reinforcing his belief that the right character is the most valuable asset an employee can bring.