This phrase echoes through countless interactive boardrooms and hiring conversations, creating a false dichotomy that limits organizational potential. Recent psychological research reveals a more nuanced reality: both skills and personality traits are more malleable than traditional hiring wisdom suggests.

The Science of Personality Change: What Research Actually Shows

Contrary to popular belief, personality isn’t a fixed blueprint. Recent longitudinal research shows that people become more emotionally stable, more confident, agreeable, and conscientious as they age, while abrupt, transformative changes are possible when change is deliberately attempted.

The most recent systematic review of volitional personality change research (October 2024, Communications Psychology) analyzed 30 empirical longitudinal studies involving 7,719 participants, providing the most comprehensive evidence to date that people can intentionally modify their personality traits through self-directed change efforts. The implications for hiring are profound: that “difficult” candidate might develop the emotional intelligence your team needs, while that “naturally collaborative” hire might struggle with accountability without proper support.

Real-World Examples of Personality Evolution

Case Study: Susan Wojcicki – Started as an introverted economics student who rented her garage to Google’s founders. Through experience and deliberate development, she evolved into one of tech’s most prominent leaders as YouTube’s CEO, demonstrating how leadership presence can be cultivated.

Case Study: Oprah Winfrey – Transformed from a shy, insecure child who struggled with public speaking into one of the world’s most confident communicators through deliberate practice and exposure therapy.

The “Soft Skills” Training Paradox

While we readily accept that personality is fixed, we simultaneously invest billions in “soft skills” training. The contradiction is striking: Harvard University’s latest research (2025) shows that 85% of job success comes from well-developed soft skills, while only 15% is attributed to technical skills, with the global soft skills training market reaching $33.4 billion in 2024 and projected to hit $92.6 billion by 2033.

Research reveals that soft skills training can be highly effective. Studies show 14.5% increased employee work performance due to soft skills acquisition, with training methodology contributing to a 27.9% increase in performance. Yet these same “trainable” soft skills—emotional intelligence, communication, leadership—are often the very traits we assume are unchangeable personality characteristics during hiring.

The Complex Reality of Skill Development

Not all skills are created equal. While technical competencies can often be taught through structured programs, deeper capabilities require different approaches:

Easily Trainable Skills:

• Software proficiency
• Process adherence
• Basic communication protocols
• Industry knowledge

Complex Competencies (requiring time and experience):

• Strategic thinking
• Authentic leadership presence
• Crisis management
• Cultural navigation
• Innovative problem-solving

Research indicates that soft skills now comprise 70-80% of workplace success requirements, while technical skills account for only 20-30%, yet we often prioritize the more easily replaceable technical competencies during hiring decisions.

A Framework for Modern Hiring: Beyond False Binaries

Focus on Adaptability Indicators

Instead of categorizing candidates as having “good” or “bad” personalities, assess:

Growth Trajectory Signals:

• Seeks feedback actively and implements changes
• Takes on challenges outside comfort zone
• Demonstrates learning from failures
• Shows evidence of skill/mindset evolution over time

Coachability Markers:

• Asks clarifying questions during feedback
• Adapts communication style to different audiences
• Shows curiosity about improvement areas
• Demonstrates self-awareness about strengths and gaps

Values Alignment as the True Constant

While both skills and personality can evolve, core values tend to remain more stable. Focus hiring assessments on:

• Integrity in decision-making under pressure
• Commitment to quality and continuous improvement
• Respect for diverse perspectives and collaboration
• Alignment with organizational mission and culture

Implementation Strategy: Building for Human Potential

Reframe Your Hiring Conversations

Instead of: “They don’t have leadership presence yet”
Ask: “What evidence shows they could develop leadership presence with the right support?”

Instead of: “Their personality doesn’t fit our culture”
Ask: “Do their values align with ours, and are they coachable enough to adapt their approach?”

Create Development-Focused Onboarding

Design initial role assignments that allow for personality and skill growth:

• Pair new hires with mentors who exemplify desired traits
• Provide stretch assignments that build confidence gradually
• Establish regular feedback loops focused on growth, not just performance
• Create psychological safety for experimentation and learning

Measure What Matters

Track hiring success not just through immediate performance, but through:

• Employee growth trajectories over 12-24 months
• Retention rates of “high potential” vs. “immediately qualified” hires
• Innovation and problem-solving contributions from diverse personality types
• Team dynamics and collaborative outcomes

The Competitive Advantage of Growth-Minded Hiring

Organizations that embrace the malleability of both skills and personality gain access to a broader talent pool. They build teams with diverse thinking styles, greater resilience, and higher long-term potential. Most importantly, they create cultures where continuous development is expected and supported.

The research is clear: humans are more adaptable than we assume. The question isn’t whether someone has the “right” personality today—it’s whether they have the capacity and motivation to grow into what your organization needs tomorrow.

The next time you hear “we can train the skills but not the personality,” challenge the assumption. You might discover your next star performer was hiding behind an outdated hiring myth.

What transformations have you witnessed in your career? Share examples of colleagues who evolved beyond initial impressions—their stories might reshape how we think about human potential in the workplace.

#Leadership #Hiring #WorkplaceCulture #GrowthMindset #TalentDevelopment #EmotionalIntelligence #HumanPotential #Evidence-BasedHiring