That is something I have heard many times over the years – and something I have said myself. But the more experience I have gained, the more nuanced my view has become.
Because it is not entirely wrong. But it is not the whole truth either.
What it means – and what is often misunderstood
When people say attitude cannot be trained, they usually mean something like: you can teach someone a system, a method, a tool. But you cannot teach someone to want to. You cannot train curiosity, drive, or a fundamental willingness to take responsibility.
On the whole, I agree with that – based on what I have seen in recruitment over a long time.
Where I am more cautious is in the conclusion that competence therefore always carries less weight. Because competence without the right attitude rarely delivers what you thought you were buying. And a person with the right attitude but the wrong competence can end up in situations where they neither thrive nor succeed – despite every good intention.
What I actually look for
In the recruitments I have worked on, I always look at both – but I am genuinely curious about how a person relates to setbacks, to change, and to things they do not know. That often tells me more about how they will function in the role than their CV does.
A person who learns easily, who seeks feedback, and who takes responsibility when something goes wrong – that person can grow into a great deal. That is not the same as saying competence does not matter. But it is a sign that the foundation is there.
Where it gets difficult
Det jag sett skapa problem i rekryteringar är när man väljer bort en person med rätt attityd för att kompetensglappet känns för stort – utan att egentligen ha räknat på vad det skulle kosta att fylla det glappet med onboarding och utveckling. Och omvänt – när man väljer in någon med imponerande meriter men missar signaler om inställning och samarbetsförmåga som visar sig vara avgörande.
Neither of those judgments is easy. In reality, it is rarely black-and-white.
My experience – briefly summarised
Competence is easier to assess. Attitude requires better questions, more time, and a structured process that actually gives you something to work with.
In my experience, that is where most recruitments are won or lost – not on competence, but on what no one took the time to properly explore.
If you have thoughts, questions, or simply want to talk something through – feel free to get in touch. I am happy to have an initial conversation with no agenda.
Magdalena Hagström Ståhl
By M Consulting
Right person. Right place. Everything changes.