Hiring the most technically skilled person for the job seems like a no-brainer, right?
Wrong.
Technical skills get candidates through the door.
Behavioural skills determine whether they thrive once they’re in.
The Reality Check
I’ve seen plenty of “perfect on paper” candidates struggle because they lacked the behavioural skills to communicate, adapt, or work well with others. On the flip side, I’ve seen people with good enough technical skills excel because they had the right mindset, attitude, and ability to learn.
Here is why behavioural skills matter just as much:
✔ Teamwork & Collaboration – A brilliant mind that can’t work with others won’t last long.
✔ Problem-Solving – Every role has challenges. Can they think critically, adapt and handle setbacks?
✔ Communication – If they can’t explain their ideas, influence, or listen effectively, technical expertise won’t get them far.
✔ Emotional Intelligence – Can they handle feedback? Build relationships? Manage conflict professionally?
✔ Resilience & Growth Mindset – Technical skills can be taught, but the drive to learn and improve is what makes someone truly valuable.
Hiring for the whole package
The best hiring decisions balance technical ability with behavioural strengths.
A strong CV means nothing if a candidate can’t work with your team, handle pressure, or communicate effectively.
So next time you’re hiring, ask yourself – Would you rather have the smartest person in the room who can’t collaborate, or the one who brings both skill and attitude to the table?
