We are noticing a change in how organizations think about talent. For years, hiring focused primarily on technical capabilities and task-based achievements. But as we look ahead to 2026, something deeper is taking center stage—character.
If we have ever sat through a stack of resumes, we know the familiar rhythms: a list of degrees, lines of code written, revenue generated, targets hit. Yet, if we ask managers what truly shifted the direction of their team, their answers rarely center on these numbers. More often than not, stories emerge about people who acted with integrity, who built trust, who showed resilience or compassion under pressure.
Skills help us do a job; character shapes how we do everything.
The limits of skill-based hiring
Technical ability has its place. Skills let people fulfill the requirements of a role, use software, or create a process. But something happens when we focus on skill alone. Teams can become transactional. Leaders may overlook the undercurrents of communication or empathy. In our experience, workplaces that hire only for skills often see:
- Higher rates of conflict that linger unresolved
- Lower trust and reluctant collaboration
- Short-term thinking that damages long-term growth
- Increased burnout and turnover
When skill gaps close, any difference comes from character. The real questions become: Who will admit a mistake? Who will support others to grow? Who holds steady when things get tough?
What does character mean in the workplace?
In our view, character is how a person consistently shows up in the world. It is visible in actions, not just intentions. While definitions will always carry some flexibility, we understand character to include:
- Integrity: Doing what is right, even without recognition
- Reliability: Following through on promises
- Empathy: Understanding the perspectives of others
- Humility: Willingness to learn, apologize, and adapt
- Courage: Facing hard truths or risks responsibly
- Responsibility: Owning the impact of choices
These are not just “soft” skills. They influence decisions, foster psychological safety, and build the social fabric that allows high performance to continue when challenges arise.
Why is character rising in value by 2026?
Several trends are moving character from a “nice-to-have” to a non-negotiable quality for people and organizations:
- Work is more collaborative and less siloed. Technical expertise means little if people cannot work with others.
- Remote and hybrid workforces need trust built on character. Accountability and openness matter more than ever when working across time zones.
- The need for purpose at work is growing. People want to connect values and meaning to what they do. Character is how these values become visible.
- Crisis and rapid change demand resilience and adaptability rooted in character. Skills can become outdated; character endures and guides adaptation.
We have observed that workplaces guided by character-based hiring enjoy more cohesive cultures and are more adaptable during uncertainty. This doesn’t mean skills do not matter—of course they do. But relying only on them closes the door to deeper, longer-term success.
How can we identify character in hiring?
Traditional interviews are not enough. Candidates can rehearse answers that sound good but may not reflect their behavior under stress or ambiguity. We recommend adding steps that let character show itself:
- Structured behavioral questions. Ask for stories about past decisions that tested their values, or about a time they admitted a mistake. Listen for specific actions, not just polished words.
- Simulated challenges. Immerse candidates in small group tasks or real-world dilemmas that reveal their approach to conflict, listening, and decision-making.
- References focused on ethical conduct. Ask others about the candidate’s consistency, reliability, and reactions under pressure.
- Peer involvement. Let future teammates interact with candidates. The feedback is often direct and honest.
No method is perfect, but these steps create richer data than resumes alone. When we see a candidate’s character emerge again and again, we have stronger confidence in how they will influence our organization.
Growing character inside the organization
Hiring is one step. Growing character is an ongoing effort. We think the following practices help:
- Open and regular feedback—celebrating both achievements and behavior that reflects shared values
- Support for mistake-making as a path to learning, not embarrassment
- Stories and recognition of those who model integrity or courage, not just high performers in numbers
- Leaders practicing what they preach, as consistency from the top shapes the rest of the culture
We have watched teams change not because of new policies or bigger incentives, but because people see others model character and rise to meet that standard themselves.
Balancing skills and character for growth in 2026
We are not suggesting that skills do not count in 2026. Of course, they do. But as work becomes more unpredictable and interdependent, character is what keeps the wheels turning.
The best teams we have seen are those where different strengths meet, where technical knowledge is carried by people who are patient, honest, accountable, and willing to stand up for what is right.
Character is the difference between short-term achievement and a lasting legacy.
If we want to build organizations that not only succeed but also leave people better than before, we need to pay attention to character in every hire, every promotion, and every decision.
Conclusion
We are approaching a reality where skill-based hiring alone limits growth and dampens team spirit. By valuing character right alongside skills, we set ourselves up for a workplace that is resilient, trustworthy, and meaningful. As 2026 gets closer, hiring for character is not a trend—it is a necessity for teams who wish to thrive, adapt, and leave a positive mark.
Frequently asked questions
What is character-based hiring?
Character-based hiring is the process of selecting employees not only for their technical skills, but also for their trustworthiness, integrity, resilience, and social awareness. This approach aims to ensure that new hires align with the organization’s values and contribute positively to the entire culture by consistently demonstrating positive behaviors and attitudes.
Why is character important in 2026?
In 2026, workplaces are more interconnected and exposed to rapid changes, making character a key factor in maintaining trust and adaptability. As remote and hybrid working environments become widespread, teams rely more on mutual respect, self-management, and principled action—qualities rooted in character—to build a healthy and productive environment.
How can I assess character in candidates?
You can assess character by using behavioral questions, real-life scenario simulations, reference checks focused on ethics, and involving future coworkers in the interview process. Observing how candidates react to challenges, feedback, and stressful situations gives insights into their core values and likely real-world conduct.
Is hiring for skills still necessary?
Yes, hiring for skills remains important because employees do need baseline capabilities for their roles. The difference is that we now see skills and character as complementary, not competing. The strongest teams are built when both are considered in making hiring decisions.
What traits should employers look for?
Employers should seek traits such as integrity, reliability, empathy, humility, courage, and a sense of responsibility. These qualities support trust, learning, and collaboration within teams, and prove valuable in facing complex or unexpected challenges at work.
