Hire for Attitude - Train for Skill

You’ve likely heard the saying, “Hire for attitude, train for skill.” At Eclipse, we believe that while knowledge and skills can be developed, attitude is something far more intrinsic. In other words,
you can change what someone knows, but not who they are.

Here’s how this mindset can benefit your recruitment strategy, and how we help you put it into practice.

Understanding the Full Picture

When a client contacts Eclipse about a vacancy, our process begins with a face-to-face meeting. We visit your workplace to take a comprehensive brief, diving into your company culture, the dynamics of the team, leadership style, and, of course, the key responsibilities of the role.

This discussion often becomes more than just fact-finding. It prompts hiring managers to reflect on the kind of person they’re truly looking for – not just in terms of skills, but also personality, mindset, and alignment with company values.

When the “Perfect” Candidate Doesn’t Exist

The ideal candidate on paper doesn’t always exist in the market. Sometimes the salary is below market expectations, the skillset is in high demand, or the required combination of skills is simply rare.

In these cases, it’s essential to focus on finding someone who fits the culture and has the right foundational attributes, then invest in training them for the specific technical aspects of the role.

Entry-Level & Customer Service Roles

A great example is customer service. These roles often require familiarity with specific systems or products unique to your business. Rather than chasing a unicorn candidate who already knows your exact setup, look for candidates who are customer-centric, tech-savvy, accurate, and quick to learn.

Some of these traits come through past experience. Others are best identified through testing, behavioural interviews, and reference checks. Spotting potential is a skill in itself, and it’s one we pride ourselves on.

Senior Hires: Broaden Your Thinking

This approach also applies at the senior level. Operations Managers, General Managers, Financial Controllers – people in these roles are typically highly capable, quick learners, and skilled at navigating change.

They may not have direct experience in your industry, but they bring a fresh perspective, new energy, and strong leadership. In many cases, industry knowledge can be acquired quickly, especially by someone with curiosity and drive. Limiting your search to candidates with exact industry experience can mean missing out on exceptional talent with long-term potential.

When Technical Skills Are Non-Negotiable

There are times when technical expertise is essential, such as in engineering, production, or graphic design roles. In these cases, you may need to prioritise hard skills and make allowances on the cultural fit, especially if there’s no one in-house to provide training.

Even so, don’t underestimate the impact of attitude and communication style in these roles, especially if teamwork and client interaction are part of the job.

Stay Open, Think Long-Term

Hiring managers often assume certain skills can’t be taught, but with the right support and onboarding, many can. What’s harder to cultivate is mindset, initiative, and how someone engages with your team and customers.

It’s better to hire someone with potential, strong values, and a willingness to learn than someone who ticks every technical box but lacks the motivation, adaptability, or cultural alignment needed to thrive in your environment.

Our Commitment

At Eclipse, our goal is always to find you the best combination of attitude, attributes, and skills. Where trade-offs are required, we draw on our experience and knowledge of the candidate market to guide your decision-making and offer practical, tailored solutions.

By thinking beyond the checklist, you open the door to candidates who might just become your greatest assets.