{"id":4538,"date":"2026-07-03T08:58:00","date_gmt":"2026-07-03T06:58:00","guid":{"rendered":"https:\/\/bymconsulting.se\/?p=4538"},"modified":"2026-06-03T12:59:47","modified_gmt":"2026-06-03T10:59:47","slug":"kompetens-attityd-rekrytering","status":"publish","type":"post","link":"https:\/\/bymconsulting.se\/en\/kompetens-attityd-rekrytering\/","title":{"rendered":"You hire for competence. Attitude you cannot train."},"content":{"rendered":"
\n

That is something I have heard many times over the years \u2013 and something I have said myself. But the more experience I have gained, the more nuanced my view has become.<\/p>\n\n\n\n

Because it is not entirely wrong. But it is not the whole truth either.<\/p>\n\n\n\n

What it means \u2013 and what is often misunderstood<\/strong><\/p>\n\n\n\n

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.<\/p>\n\n\n\n

On the whole, I agree with that \u2013 based on what I have seen in recruitment over a long time.<\/p>\n\n\n\n

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 \u2013 despite every good intention.<\/p>\n\n\n\n

What I actually look for<\/strong><\/p>\n\n\n\n

In the recruitments I have worked on, I always look at both \u2013 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.<\/p>\n\n\n\n

A person who learns easily, who seeks feedback, and who takes responsibility when something goes wrong \u2013 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.<\/p>\n\n\n\n

Where it gets difficult<\/strong><\/p>\n\n\n\n

Det jag sett skapa problem i rekryteringar \u00e4r n\u00e4r man v\u00e4ljer bort en person med r\u00e4tt attityd f\u00f6r att kompetensglappet k\u00e4nns f\u00f6r stort \u2013 utan att egentligen ha r\u00e4knat p\u00e5 vad det skulle kosta att fylla det glappet med onboarding<\/a> och utveckling. Och omv\u00e4nt \u2013 n\u00e4r man v\u00e4ljer in n\u00e5gon med imponerande meriter men missar signaler om inst\u00e4llning och samarbetsf\u00f6rm\u00e5ga som visar sig vara avg\u00f6rande.<\/p>\n\n\n\n

Neither of those judgments is easy. In reality, it is rarely black-and-white.<\/p>\n\n\n\n

My experience \u2013 briefly summarised<\/strong><\/p>\n\n\n\n

Competence is easier to assess. Attitude requires better questions, more time, and a structured process that actually gives you something to work with.<\/p>\n\n\n\n

In my experience, that is where most recruitments are won or lost \u2013 not on competence, but on what no one took the time to properly explore.<\/p>\n\n\n\n

\n\n\n\n

If you have thoughts, questions, or simply want to talk something through \u2013 feel free to get in touch. I am happy to have an initial conversation with no agenda.
<\/p>\n\n\n\n

\"1.<\/figure>\n\n\n\n

Magdalena Hagstr\u00f6m St\u00e5hl
By M Consulting <\/p>\n\n\n\n

Right person. Right place. Everything changes.<\/em><\/p>\n<\/div>\n\n\n\n

<\/p>","protected":false},"excerpt":{"rendered":"

Det \u00e4r ett p\u00e5st\u00e5ende jag h\u00f6rt m\u00e5nga g\u00e5nger genom \u00e5ren \u2013 och ett jag sj\u00e4lv anv\u00e4nt. Men ju mer erfarenhet jag f\u00e5tt, desto mer nyanserat f\u00f6rh\u00e5ller jag mig till det. F\u00f6r det \u00e4r inte helt fel. Men det \u00e4r inte hela sanningen heller. Vad som menas \u2013 och vad som ofta missf\u00f6rst\u00e5s N\u00e4r folk s\u00e4ger […]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_monsterinsights_skip_tracking":false,"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"set","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[13],"tags":[],"class_list":["post-4538","post","type-post","status-publish","format-standard","hentry","category-rekrytering"],"_links":{"self":[{"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/posts\/4538","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/comments?post=4538"}],"version-history":[{"count":3,"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/posts\/4538\/revisions"}],"predecessor-version":[{"id":4720,"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/posts\/4538\/revisions\/4720"}],"wp:attachment":[{"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/media?parent=4538"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/categories?post=4538"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/tags?post=4538"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}