Should You Make a Personality Hire? 5 Tips for Balanced Hiring Decisions

In today's fast-paced world of hourly hiring, it's tempting to make quick decisions based on gut feelings. A candidate's friendly demeanor or energetic vibe can be persuasive, especially when you're eager to fill a position promptly.

A new report from Textio has just revealed more information on making hiring decisions based on personality and likability, suggesting that candidates who land jobs are 12x more likely to be described as having a "great personality" than those who don't.

Let's dive into the data and what you can do to make smarter, fairer hiring decisions while still finding talent that easily clicks with your team.

Key Personality Hire Stats You Should Know

Textio’s research uncovered some powerful statistics about how hiring teams make decisions and how candidates are evaluated.

Those who receive job offers are:

• 5x more likely to be called friendly

• 4x more likely to be described as having great energy

In addition:

• Interviewers write 39% more feedback for candidates they reject

• Women are 25x more likely to be described as “bubbly” and 11x more likely to be called “pleasant” than men

• Men are 7.5x more likely to be described as level-headed, and 7x more likely to be called confident

These statistics highlight a trend where personality traits are heavily influencing hiring decisions during the interview process. However, memory fades and instincts can be biased. Hiring hourly workers solely based on personality and energy can sometimes come at the expense of assesing actual job-related skills.

The Role of Personality in Hourly Positions

In industries like hospitality, retail, and food service, personality traits such as friendliness, adaptability, and enthusiasm are not just desirable, they're essential. Employees in these sectors often serve as the face of the business, directly interacting with customers and shaping their experiences. A positive demeanor can enhance customer satisfaction, encourage repeat business, and contribute to a pleasant work environment.

It's widely recognized in hourly industries that personality traits play a significant role in the hiring process. Even Shake Shack Founder, Danny Meyer, has emphasized the value of emotional skills in the hiring process, noting that qualities like kindness, optimism, and empathy are some of the top traits he looks for in restaurant employees. Such traits are crucial for creating a cohesive and successful team.

Yet, hiring someone based on personality alone (and not checking for skills or experience) might actually hurt your team more in the long run.

In industries like food service, retail, hospitality, and warehousing, where turnover is already high, bringing in the wrong new hire can cause:

• Lower productivity

• More no-shows or schedule conflicts

• Negative impact on team morale

• Lost customers and revenue

• A repeat of the hiring process

So how can you still find someone who’s a good cultural fit but also has what it takes to succeed on the job?

Tips for Balanced Hiring Decisions

To make informed hiring choices that consider both personality and skills, consider the following strategies:

1. Start with a skill snapshot

Before you even meet a candidate, jot down 3 - 5 must-haves for the job. This could be things like “shows up on time,” “comfortable using a register,” or “can lift up to 40 lbs.” These are your non-negotiables and can help you filter for fit quickly.

2. Use repeatable questions

Even if your interview is short, ask the same questions to each candidate. This helps reduce bias, keeps you consistent, and gives every applicant a fair shot. Think questions like:

• “Tell me about a time you solved a problem at work.”

• “How do you handle a busy shift when things get hectic?”

• “What does great customer service mean to you?”

Now you’re comparing answers, not just personalities.

3. Use skills assessments

Sometimes the best way to know if someone can do the job is to let them try it. If you're not on a strict time crunch to hire, consider incorporating small practical tests or simulations relevant to the job. Here are some examples:

• For admin or reception jobs: Simulate a call from a confused or frustrated customer

• For janitorial jobs: Ask how they'd prioritize two urgent cleaning tasks at once

• For food service jobs: Ask them to explain an item on the menu as if they were suggesting it to a customer

4. Offer feedback

If someone spends time interviewing with you and never hears back, that's a bad experience. Textio's study found that 84% of rejected candidates never received feedback, which is a missed opportunity for positive engagement. A quick note like, "We were looking for more experience handling food prep," can help a candidate grow and may even bring them back as a stronger applicant later on.

5. Balancing personality

There is no denying that in some cases, certain jobs require certain personality traits. High customer interaction roles, such as retail associates, barista, servers, hosts, or front desk receptionists, should exhibit friendly and empathetic personalities because the employee is representing the brand directly.

However, hourly hiring isn't always about attracting outgoing personalities. Task focused or behind-the-scenes roles, such as warehouse workers, night stockers, dishwashers, prep cooks, or delivery drivers, don't demand charisma, but rather dependability and reliability.

For more detailed strategies on effective hiring, check out these tips every hourly employer should know.

Finding the Balance: Practical Skills + People Skills

While a candidate's personality can positively contribute to the workplace, it's essential to ensure they also possess the necessary skills to perform their duties effectively. By using these hiring tips while still maintaining an appreciation for interpersonal qualities, you can make decisions that benefit both your team and your business!

At Juvo Jobs, we believe in human-first hiring. That means seeing people for more than just a resume and making sure they’re set up for success. Your next new hire might bring the vibes and the value when you take the time to ask the right questions.

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