Summary

Herb Kelleher's approach to hiring emphasizes attitude over skills, advocating for the recruitment of individuals with the right mindset, as skills can be taught.

Abstract

Herb Kelleher, the co-founder of Southwest Airlines, believed in hiring for attitude rather than specific skills, as he felt that skills could be developed over time. This philosophy is echoed in the cybersecurity industry, where hiring managers often prioritize finding candidates with the right technical qualifications, a practice that is deemed short-sighted. Instead, focusing on hiring for talent and potential rather than immediate skills is suggested as a more sustainable and long-term strategy. This approach is crucial for building adaptable, high-performing teams that can navigate the rapidly changing landscape of technical skills.

Opinions

Hiring managers and HR business partners frequently make the mistake of hiring for specific skills rather than the right attitude and potential.
The cybersecurity industry's focus on hiring for specific technical skills is unsustainable due to the rapid pace of change in skill requirements.
The practice of hiring for attitude and teaching necessary skills is considered a brilliant and simple strategy for acquiring talent.
Emphasizing talent over specific skills when hiring is seen as a way to foster high-performing individuals and teams.

A Leadership Short — Acquiring Talent

Unleashing Talent Management #3

Herb Kelleher, the iconic leader and co-founder of Southwest Airlines, once said,

“You don’t hire for skills, you hire for attitude. You can always teach skills.”

17 Powerfully Inspiring Quotes From Southwest Airlines Founder Herb Kelleher

Herb Kelleher, the founder of Southwest Airlines, who sadly died today at the age of 87, was a maverick in every sense…

www.inc.com

For Herb, recruiting talent was not about finding people with the right skills and experience but about finding people with the right mindsets. His approach is brilliant in its simplicity: hire for what you can’t teach.

Yet today, many hiring managers and HR business partners do the exact opposite, especially in the cybersecurity industry.

If you are a hiring manager, the chances are good that you and your HR business partner are trying to find the best-qualified candidate to fill a specific role.

Unfortunately, this practice is incredibly short-sighted.

Many cyber organizations struggle to find ways to keep up with the pace of change in technical skills requirements. Trying to hire for specific skills is costly, time-consuming, and not sustainable.

However, when you ignore hiring for open positions and specific skill sets; and focus instead on hiring for talent, you’re adopting a longer-term strategy that puts a premium on talent and not skills.

Acquiring talent in this way lays the foundation for building high-performing individuals and teams.