In the competitive landscape of Quantity Surveying, when hiring, we find the focus often lies on technical skills and experience.
It’s easy to be swayed by a candidate’s impressive CV, one that lists all the right qualifications, technical skills, and relevant sector experience.
However, a candidate’s personality and cultural fit within the team can be even more critical to long-term success. So, when faced with the dilemma of choosing between a technically perfect QS and one who may lack specific experience but exhibits the right attitude and motivation, which one should you select?
The Case for Personality Over Credentials
A QS may check all the boxes on paper, possessing the ideal technical skills and industry experience. However, if their personality clashes with the team dynamics or company culture, their potential contributions may be stifled. We have seen it before.
Team cohesion, communication styles, and shared values play a significant role in a team’s overall effectiveness. A person who brings positive energy, a willingness to collaborate, and an eagerness to learn can often uplift the entire team, creating an environment that fosters innovation and productivity.
A candidate who, while lacking the specific sector experience you may be after, is genuinely keen, motivated, and energised to learn. This individual may not have the same level of expertise as their counterpart, but their enthusiasm and drive can be contagious. They’ll likely adapt quickly, embrace challenges, and actively seek out opportunities for growth. Their positive attitude can enhance team morale, leading to increased collaboration and a more engaged work environment.
Making the Choice
When faced with this choice, it’s essential to consider your team’s immediate needs and long-term commercial goals. If the role requires someone who can hit the ground running, a technically skilled quantity surveyor may seem like the obvious choice. However, if your team is open to training and development, opting for the candidate with the right personality a larger pool of candidates can be considered and may lead to greater rewards down the line.
Moreover, investing in a motivated individual who is eager to learn can cultivate loyalty and foster a deeper commitment to the company. This candidate may become a valuable asset over time, developing the necessary skills while aligning closely with your organisational values and culture.
Ultimately, the decision comes down to the specific dynamics of your team and organisation. While technical skills and experience are undoubtedly important, personality should reign supreme when it comes to selecting candidates. A motivated and eager candidate may very well be the key to not only filling a role but also enriching your team’s culture and driving long-term success. Emphasising personality in your hiring process can lead to more cohesive teams, increased engagement, and a thriving workplace environment. After all, when it comes to building a successful team, personality truly is king.
