When hiring, many employers focus heavily on qualifications and experience. But beneath a polished CV and confident interview answers, there may be personality traits or behaviours that can negatively affect team morale, productivity, or business culture. One poor cultural fit can cause long-term disruption, even if their skills look perfect on paper.
The wrong hire doesn’t just impact their own performance. They can influence others, create conflict, and disrupt team dynamics. That’s why it’s crucial for employers to assess more than just capability. Personality, motivations, work ethic, and emotional intelligence should all form a key part of your hiring criteria.
The Ripple Effect of a Negative Employee
It only takes one person with a poor attitude to bring down an entire team. Negativity spreads fast, particularly in close-knit working environments. Behaviours such as gossiping, passive aggression, blame-shifting, and refusal to collaborate can demotivate others and erode trust among colleagues.
Studies suggest that toxic behaviour has a direct correlation with higher staff turnover, increased absenteeism, and lower productivity. According to research by Harvard Business School, avoiding a toxic hire can save a business more than twice as much as bringing in a top performer.
Key Personality Traits to Consider When Hiring
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Team Compatibility
Does the individual seem like someone your current team would enjoy working with? Could their personality clash with key team members? Ask behavioural questions during the interview to understand how they’ve worked with others in the past and how they handle feedback or conflict. -
Work Ethic
Are they self-motivated or likely to rely on close supervision? Candidates who take ownership of their workload and show initiative are often more productive and easier to manage. Ask about times they’ve gone above and beyond, or how they structure their day without instruction. -
Ambition
What are their long-term goals? Do they want to climb the ladder or are they looking for stability? Understanding this helps ensure their career path aligns with what your business can realistically offer. Not every role suits someone looking to progress rapidly, so honesty on both sides is key. -
Reliability
Reliability is hard to gauge from a CV alone. References, discussions around previous roles, and reasons for leaving can be helpful indicators. Frequent job changes without clear reasons may raise questions. Probe gently but clearly to understand their past commitments. -
Pressure
Stressful situations are part of most roles. Does the candidate demonstrate composure under pressure? Ask scenario-based questions such as: “Tell me about a time you were under extreme pressure. How did you handle it, and what was the outcome?” -
Motivations
What drives the candidate? Is it financial reward, career progression, purpose, autonomy, or team success? Compare their motivators to your company’s values. Someone who values autonomy may struggle in a highly structured environment, while someone driven by purpose may not feel fulfilled in a purely commercial role. -
Emotional Intelligence (EQ)
EQ is often a better predictor of success than IQ. People with high EQ demonstrate empathy, self-awareness, and the ability to regulate emotions. Ask how they’ve handled emotionally charged situations, responded to criticism, or resolved interpersonal challenges. -
Adaptability
In a fast-changing environment, adaptability is key. Look for people who are comfortable with change, eager to learn, and open to feedback. Questions like “Describe a time you had to learn something quickly or change your approach on the spot” can help uncover this. -
Integrity and Honesty
Trust is vital in any team. Look for signs of honesty and strong moral judgement. You might ask how they handled a time they made a mistake, or whether they’ve ever raised concerns at work.
How to Identify Red Flags Before You Hire
Spotting personality red flags before making an offer isn’t always easy, but there are steps employers can take to improve decision-making:
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Structured interviews: Behavioural and situational questions help reveal more than technical interviews alone.
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Psychometric testing: Personality assessments (e.g., Myers-Briggs, DISC, or Big Five) can help indicate traits such as extroversion, emotional stability, or conscientiousness.
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Team involvement: Introduce candidates to key team members during later stages to observe interactions and get broader feedback.
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References and work samples: Go beyond generic references and ask specific questions about team behaviour, reliability, and conflict resolution.
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Trial projects or probation periods: These can help assess how a candidate truly works within the team environment before full commitment.
Final Thoughts
Great teams are built on more than skills and experience. Hiring someone who aligns with your company’s values, contributes positively to your culture, and shows the right behaviours under pressure can make the difference between a high-performing team and one that struggles.
By placing equal weight on personality and cultural fit as you do on qualifications, you can safeguard your team from disruption and build a more cohesive, motivated, and resilient workforce.
If you’re not already asking these questions during your hiring process, now is the time to start.
