When most employers think about hiring, the first thing that comes to mind is skills. Does the candidate know the software? Do they have any experience? Can they hit the ground running?
While those are important questions, they don’t tell the whole story. Because here’s the truth: skills can be taught, but personality and values are much harder to train.
Hiring the right people isn’t just about who looks best on paper—it’s about finding those who fit your company culture, align with your values, and are willing to grow with your business.
And when you do that, the benefits go far beyond job performance. You build trust, loyalty, and a team that protects your culture even when you’re not in the room.
Skills Can be Taught, Attitude Cannot
Think about it: You can train someone to use project management tools like Asana or Trello. You can teach them how to manage customer service platforms or write social media captions.
But you can’t teach someone to care about their work if they don’t value responsibility.
You can’t teach honesty, empathy, or loyalty from scratch.
That’s why many successful business owners focus not just on skills, but on character and culture fit.
The Circle of Safety: Why Culture Fit Matters
Leadership expert Simon Sinek explains this idea through his concept of the “Circle of Safety.”
In simple terms, a strong company culture creates a safe space where employees feel trusted, respected, and protected. When people feel safe at work, they focus on serving the customer and innovating. On the other hand, when people don’t feel safe, they spend energy protecting themselves—watching their backs, guarding their words, or even job-hunting on the side.
Now, imagine what happens if you hire only for skills but ignore personality or values. You might get someone who can do the tasks, but if they don’t align with your culture, they won’t strengthen your Circle of Safety. In fact, they might weaken it.
On the other hand, when you hire someone who shares your values—loyalty, respect, teamwork—they not only fit in, they help reinforce that safe, supportive environment. They become culture protectors.
Take the online Filipino specialists in Atiba’s team, for example. They not only promoted the same values as Atiba, they even protected it. They’re paying it forward to the newly hired members of the team, too! And, they’re treating Atiba’s clients in a personalized way that promotes and protects the vision of Atiba’s business.
This is the Circle of Safety in action. Leaders set the tone, but the right people multiply it.
Majority of Atiba’s employees are working remotely from the Philippines. This just goes to show that when you hire OFS, you’re not just benefiting from their strong English skills or technical expertise. You’re also harnessing a culture of genuinely caring for people. That quality isn’t something that you can teach in a training manual. It’s who they are.
Filipinos, in particular, are known for a cultural value that’s characterized by a deep sense of genuine care and empathy. This trait shows up in the way they work:
👉Going the extra mile to finish a task even without being asked.
👉Treating clients’ businesses as if they were their own.
👉Staying loyal to employers who show loyalty to them.
But here’s the key: this level of commitment only shines when there’s a good match between employee and employer. If the worker feels undervalued or disrespected, loyalty won’t last. They’ll leave.
How to Hire for Culture Fit (Not Just Skills)
If you’re an employer looking to build a strong, lasting team, here are some practical steps:
Define Your Values Clearly
What do you stand for as a company? Is it transparency? Innovation? Teamwork? Define this before you even start hiring.
Ask Personality-Based Questions
During interviews, don’t just ask about tools and experience. Ask:
- “How do you handle mistakes at work?”
- “Tell me about a time you had to collaborate with a difficult teammate.”
- “What do you value most in a workplace?”
Look for Cultural Alignment, Not Just “Likeability”
It’s not about hiring someone who’s just like you—it’s about hiring someone who strengthens your existing culture.
Train Skills, Reinforce Values
Once hired, invest in teaching technical skills. But more importantly, reinforce values through recognition, mentorship, and leading by example.
Yes, skills matter. But in the long run, it’s the right people with the right personality who will protect your culture, champion your values, and drive your business forward.
As Simon Sinek’s Circle of Safety reminds us, people thrive when they feel trusted and valued. And when you hire for fit—not just skills—you’re not just building a team. You’re building a culture that lasts.
Because at the end of the day, your clients will feel what your employees feel. And if your people feel safe, respected, and aligned with your mission, your clients will feel it too.
