KEY INSIGHTS FROM MIT SLOAN MANAGEMENT REVIEW
• Character vs. Competence Problem: Organisations hire for competence but fire for character, focusing too much on technical skills whilst neglecting character assessment
• Cultural DNA Impact: Hiring, firing, and promotion decisions fundamentally shape organisational culture because organisational culture reflects the character of individuals within it
• Comprehensive Character Framework: Character comprises 11 interconnected dimensions with observable behaviours, not just isolated traits like courage or drive
• Universal vs. Variable: Unlike competencies that vary between organisations, character attributes are universal and must be assessed holistically
• Development Potential: Character can be developed throughout a person’s lifetime, making ongoing assessment valuable for both hiring and promotion decisions
UNDERSTANDING CHARACTER VS. COMPETENCE
Character Assessment Differences:
• Individual-focused: Character is about who someone is and how they became that person – unique to each individual
• Conversational approach: Requires free-flowing, personalised conversations rather than structured interviews
• Holistic evaluation: All 11 character dimensions must be considered together as they’re interconnected
• Ongoing process: Character assessment can be repeated throughout hiring and promotion cycles
Competence Assessment Characteristics:
• Standard approach: Uses structured interviews with assessment rubrics
• Skills-focused: Evaluates what someone can do or how they would do it
• Independent evaluation: Competencies can be assessed separately from each other
• Organisation-specific: Varies between organisations and levels
CHARACTER INTERVIEW METHODOLOGY
Preparation Phase:
• Develop your own character first: Interviewers must understand character deeply and recognise their own biases
• Study the framework: Learn the 11 character dimensions and associated behaviours
• Practice observation: Develop ability to spot character strengths and weaknesses in real-time
Interview Approach:
• Treat as genuine conversation: Should feel natural, not like formal interview
• Start with broad questions: Use open-ended questions like “Why does this position interest you?”
• Follow conversational threads: Let responses guide next questions naturally
• Never ask directly about character: Explore through general conversation about their background
Observation Techniques:
• Look for character clusters: Observe multiple dimensions operating simultaneously
• Identify strengths and gaps: Note which character muscles they regularly flex vs. underuse
• Watch for authenticity indicators: Observe transparency, candour, and self-awareness
• Assess balance: Look for excesses or deficiencies in character dimensions
Team Structure:
• Use 2–4 interviewers: Provides validity check and reduces pressure on lead interviewer
• Designate experienced lead: Have someone comfortable with character interviews guide the process
• No note-taking during interview: Focus on conversation, consolidate insights immediately after
• Debrief as team: Discuss observations and reach consensus on assessment
STEP-BY-STEP IMPLEMENTATION GUIDE
PHASE 1: ORGANISATIONAL PREPARATION (2–4 weeks)
Step 1: Leadership Buy-in
• Present business case linking character to organisational performance
• Share research on return on assets, psychological safety, and engagement benefits
• Address concerns about subjectivity and implementation complexity
Step 2: Train Core Team
• Educate HR leaders and hiring managers on 11-dimension character framework
• Conduct self-assessments to help team understand their own character profiles
• Practice character observation through role-playing exercises
Step 3: Develop Internal Guidelines
• Create character assessment criteria specific to your organisation’s needs
• Establish scoring methodology for four categories: strong, weak, unbalanced with awareness, unbalanced and entrenched
• Design feedback protocols for candidates
PHASE 2: PILOT PROGRAMME (4–6 weeks)
Step 4: Select Pilot Roles
• Choose 2–3 key positions for initial character-based hiring trials
• Focus on leadership roles or positions critical to culture
• Ensure adequate candidate pipeline for testing
Step 5: Conduct Trial Interviews
• Run character interviews alongside traditional competence assessments
• Document observations using standardised framework
• Track time investment and interviewer confidence levels
Step 6: Evaluate Pilot Results
• Compare character assessments with traditional hiring outcomes
• Gather feedback from interviewers and candidates
• Refine process based on lessons learnt
PHASE 3: FULL IMPLEMENTATION (6–8 weeks)
Step 7: Scale Training Programme
• Train all hiring managers and interview panel members
• Create mentorship pairs with experienced character interviewers
• Establish ongoing skill development workshops
Step 8: Integrate with Existing Processes
• Add character assessment stage to standard hiring workflow
• Update job descriptions to include character requirements
• Modify reference check questions to explore character dimensions
Step 9: Implement for Promotions
• Introduce 360-degree character assessments for high-potential candidates
• Include character development goals in performance reviews
• Create character-based succession planning criteria
PHASE 4: CONTINUOUS IMPROVEMENT (Ongoing)
Step 10: Monitor and Adjust
• Track hiring success rates and employee retention
• Regular calibration sessions between interviewers
• Update training materials based on new insights
Step 11: Develop Character Culture
• Provide character development opportunities for existing employees
• Include character metrics in leadership dashboards
• Celebrate character-based success stories
Step 12: Measure Impact
• Assess improvements in psychological safety and engagement
• Track leadership effectiveness and organisational performance
• Document return on investment for character-based hiring
PRACTICAL CHARACTER INTERVIEW QUESTIONS
Conversation Starters:
• “What drew you to this opportunity?”
• “Tell me about a time that really shaped who you are today”
• “What have been the major influences in your life?”
• “Describe a situation where you had to navigate competing priorities”
Follow-up Probes:
• “How did that experience change you?”
• “What did you learn about yourself?”
• “How do you typically handle frustration or obstacles?”
• “What role do others play in your success?”
Character Dimension Exploration:
• For Drive/Temperance: “How do you balance ambition with patience?”
• For Courage/Humility: “Describe a time you had to admit you were wrong”
• For Justice: “How do you approach fairness in difficult situations?”
• For Collaboration: “Tell me about a time you had to work with someone very different from you”
POST-INTERVIEW ASSESSMENT FRAMEWORK
Four Assessment Categories:
- Strong on all dimensions: Well-balanced character across all dimensions
- Weak on all dimensions: Underdeveloped character requiring significant development
- Unbalanced but self-aware: Strong in some areas, weak in others, but recognises gaps and keen to improve.
- Unbalanced and entrenched: Imbalanced character with limited self-awareness.
Decision Matrix:
• Hire immediately: Strong or unbalanced with high self-awareness
• Hire with development plan: Unbalanced but coachable candidates
• Reject: Weak overall or entrenched imbalances
• Further assessment: Unclear character profile requiring additional evaluation
FEEDBACK AND DEVELOPMENT
Candidate Feedback Sessions:
• Offer optional feedback to all interviewed candidates
• Focus on observed strengths and development areas
• Provide specific examples from the interview
• Explain how character imbalances can undermine strengths
Employee Development:
• Create individual character development plans
• Offer stretch assignments that challenge weak dimensions
• Provide coaching and mentoring support
• Track progress through regular character assessments
Organisational Benefits:
• Greater return on assets: Better decision-making and leadership
• Improved psychological safety: More trustworthy and authentic workplace
• Increased engagement: Employees feel valued for who they are, not just what they do
• Competitive advantage: Attracts and retains high-character talent
