As the job market evolves, there's a growing trend in hiring where "vibes"—the energy and personality a candidate brings—are becoming just as important, if not more so, than hard skills. A new study by Textio analyzing over 10,000 interviews reveals that candidates who are offered a job are 12 times more likely to be described as having a "great personality" compared to those who didn’t get the role. This raises a big question: Are skills now taking a back seat in the hiring process, and is personality truly the deciding factor?

What is "Vibes Hiring" and How Does It Affect You?

“Vibes hiring” refers to the tendency of hiring managers to make decisions based on a candidate’s personality and soft skills, such as likability and energy, rather than focusing solely on technical qualifications. While soft skills have always been important, the shift towards "vibes" suggests that more companies are prioritizing how a candidate fits into a team culture.

For job seekers, this raises an important question: Is it time to focus more on how you present yourself and your personality in interviews rather than just showcasing your hard skills? According to Kieran Snyder, Chief Scientist Emeritus at Textio, the over-reliance on informal impressions and gut feelings in interviews can lead to flawed hiring decisions. “Too many hiring teams rely on memory, gut instinct, or informal messages to capture what happened in an interview," Snyder explains. "Unfortunately, these methods aren’t reliable. Structured, skills-based interview assessments are a non-negotiable for any effective hiring process."

The Power of Personality: What Employers Are Looking For

A closer look at the adjectives used to describe candidates reveals a striking trend. Those who get job offers are often described as “friendly” and having “great energy” much more frequently than those who are rejected. In fact, candidates are five times more likely to be called "friendly" and four times more likely to be described as having “great energy.” However, women are often described with adjectives like "bubbly" and "pleasant" 25 and 11 times more frequently than men, respectively. This raises questions about potential biases in the hiring process.

Moreover, 84% of candidates who are rejected never receive feedback, leaving many wondering whether they were passed over due to their personality, skills, or both. In an age where skills-based hiring is becoming more common, it’s clear that personality fit still plays a significant role—but it shouldn’t be the sole deciding factor.

Balancing Skills and Personality in Hiring

Olivia Crawford, CEO of Bettabite, emphasizes that relying too heavily on "vibes" can lead to poor hiring decisions. “It’s crazy how often hiring still comes down to a 'gut feeling' instead of actual skill alignment,” she says. “No wonder so many companies struggle with turnover or poor role fit. Hiring based on vibes might feel good at the moment, but it’s not a strategy—it’s a gamble.”

Experts agree that skills and performance-based evaluations are stronger predictors of long-term career success. Tools like skills-based assessments are essential in evaluating not only technical capabilities but also soft skills, which are crucial for cultural fit. Michael Passalacqua, a restaurant owner, has been using skills-based tools for over 14 years, especially in an industry known for high turnover. His hiring system, which focuses on skill alignment, helps ensure that new employees are the right fit, reducing turnover and improving overall team performance.

The Importance of Structured Assessments

While soft skills are important, it’s vital to evaluate candidates in a structured and objective way to ensure long-term success. As Liz Palmieri, a talent optimization consultant, points out, assessments such as The Predictive Index provide a scientific and objective method for evaluating candidates. “When we align a candidate to the job and take a look at the behaviors, it’s a very objective process,” Palmieri explains.

Behavioral assessments can also help companies improve their interactions with employees once hired, fostering a positive environment that leads to better collaboration and productivity. Assessing both personality traits and hard skills ensures that new hires are aligned with the role, the team, and the company’s culture.

The Future of Hiring: A Balanced Approach

For companies looking to grow, it’s clear that a balance between vibes and skills is essential. While personality and soft skills are crucial for fostering team cohesion, hard skills and performance-based assessments ensure that employees can meet the demands of the job. Job seekers should focus on both their technical qualifications and how they communicate their personality in interviews to increase their chances of landing the right role.

If you're a job seeker, the key takeaway is this: don’t just rely on personality alone. Combine your soft skills with a strong performance on skills-based assessments to show potential employers you’re not just a good fit for the culture—you’re also capable of delivering results.