The Role of Personality in Hiring: A New Competitive Advantage for Employers

In a landscape where job qualifications have traditionally dominated hiring decisions, recent findings suggest a seismic shift towards valuing personality traits just as highly, if not more so. A comprehensive survey conducted by Express Employment Professionals in collaboration with Harris Poll reveals that 91% of hiring managers in the U.S. consider personality as significant as technical skills, and a notable 86% believe it can compensate for any skills gaps in potential candidates.

Personality as a Catalyst for Success

The influence of personality extends beyond the hiring phase. Notably, 78% of hiring managers and 72% of job seekers assert that a candidate's personal traits are critical for thriving within an organization. Among these respondents, 29% of hiring managers and 20% of job seekers deem it essential for long-term success. Such views reflect a growing recognition that an authentic personality can foster trust, facilitate smoother change management, and enhance collaboration within teams.

Assessment Beyond Resumes

Employers are increasingly keen on observing behaviors that may go undetected in formal interviews. According to the survey, a staggering 87% of hiring managers assert they can judge a candidate's potential for success based on initial interactions. They often look to informal conversations, email communication style, and candidate interactions with support staff. The traditional interview structure is now accompanied by an emphasis on these soft skills, underlining a holistic view of candidate evaluation.

The survey shows that 94% of job seekers are aware of this evaluative trend, with most reflecting on how their personality is perceived during interviews. Candidates are evaluated on various fronts—47% through informal dialogues, 46% using situational questioning, and 45% with behavioral inquiries, alongside reference checks and personality assessments.

Common Ground: What Matters in Hiring

Interestingly, both hiring managers and job seekers agree on the personal traits that are most coveted in candidates. Reliability leads the way, with 66% of hiring managers and 65% of job seekers deeming it crucial. Following closely are honesty (63% managers, 58% seekers), adaptability (55% managers, 51% seekers), and flexibility, which both groups rated equally at 54%.

Generational differences manifest in the perception of these traits. Notably, Gen Xers and baby boomers view themselves as possessing these qualities more than younger cohorts like Gen Z and millennials. Baby boomers also express a stronger belief that employers prioritize these traits.

The Importance of Workplace Behavior

Beyond initial hiring, these traits continue to impact employee evaluations. A staggering 94% of hiring managers believe personality influences how performance is assessed, and 99% assert that positive interpersonal skills can accelerate career progression—a sentiment echoed by 90% of job seekers.

Bob Funk Jr., CEO of Express Employment International, emphasizes that an employee's influence transcends job descriptors. The right personality cultivates trust, eases transitions, and raises the bar for team dynamics, making personality a fundamental aspect of organizational culture.

Conclusion

In summary, as the job market evolves, the shift towards valuing personality alongside skills presents a significant paradigm change in hiring practices. Understanding and leveraging this trend can fundamentally alter how employers engage with talent acquisition, ensuring that organizations not only seek capable candidates but also individuals who align with and enhance the company culture. This insight paints a modern picture of employment, where personality truly impacts both hiring decisions and career advancements. For further insights into workforce trends, visit ExpressPros.com/Newsroom.

Survey Methodology

The insights presented here are based on surveys conducted by The Harris Poll on behalf of Express Employment Professionals between May 13 and June 1, 2026. The study included 1,006 hiring decision-makers and 1,000 job seekers across various demographics, ensuring a comprehensive view of current hiring attitudes and practices.