Should You Hire for Skills or Attitude? Insights from Cambodia

Hiring the right candidate is one of the most critical decisions for any business. While technical competence remains vital, many companies are now re-evaluating their approach to recruitment. The skills vs attitude hiring debate is no longer just theoretical—it's shaping hiring practices across Southeast Asia, especially in Cambodia. So, the question stands: Should you hire for skills or attitude?

The Cambodian Hiring Landscape

Cambodia’s economy has rapidly evolved, with sectors like tourism, garment manufacturing, real estate, and digital services seeing significant growth. With this expansion comes a new challenge: finding employees who can adapt and grow with the company. In this dynamic environment, many employers are shifting from traditional hiring based solely on technical ability toward a more holistic view of employee potential.

The Case for Skills-Based Hiring

Hiring based on hard skills—like proficiency in a specific software, industry experience, or technical qualifications—has traditionally been the go-to method. In Cambodia, sectors such as IT, engineering, and construction still prioritize what to look for when hiring as measurable, job-specific skills.
When you hire for skills, you're focusing on immediate productivity. For roles that require specific expertise, this approach can reduce training time and increase short-term efficiency. However, it’s not without its limitations.
Employees with all the right credentials but a poor work ethic, inability to work with others, or resistance to learning can hinder long-term growth. That’s where hiring based on soft skills comes in.

Why Attitude May Matter More

There’s a growing sentiment, especially among HR leaders in Cambodia, that why attitude matters more than skills in hiring is rooted in long-term potential. A candidate with a positive mindset, emotional intelligence, and willingness to learn can adapt to the company culture and upskill over time.
This shift is especially crucial in Cambodia’s startup scene, where agility and collaboration are key. Hiring managers now place emphasis on qualities like motivation, resilience, and teamwork—attributes often categorized as soft skills in the workplace.
A well-known local business leader in Phnom Penh stated, “I can teach someone to code, but I can't teach them to be kind or driven.”

Soft Skills: The Silent Drivers of Success

In customer-facing roles and managerial positions, soft skills in the workplace can be more impactful than hard skills. Traits such as communication, conflict resolution, adaptability, and emotional intelligence contribute heavily to a healthy work environment and customer satisfaction.
From hospitality to education, employers across Cambodia are increasingly hiring based on soft skills. They believe these attributes foster a more resilient, cooperative, and productive team environment.

Cultural Context: Should You Hire for Cultural Fit or Technical Skills?

Another layer to this debate is should you hire for cultural fit or technical skills. In Cambodia, where workplace harmony and respect are deeply valued, cultural alignment often trumps proficiency.
Hiring someone who fits the organizational ethos ensures better retention and teamwork. While hiring someone purely for technical prowess might deliver short-term results, misalignment with company values can lead to internal friction and higher turnover.

What to Look for When Hiring: Balancing Skills and Attitude

Employers often ask, "Can’t we have both?" Ideally, yes. The most effective hiring strategies combine technical qualifications with the right mindset. But when compromises must be made, the long-term benefits of hiring for attitude usually outweigh immediate skill advantages.
Here’s what to look for when hiring in Cambodia’s competitive labor market:
•    Adaptability: Can the candidate evolve with the company’s needs?
•    Learning Agility: Are they open to upskilling?
•    Team Spirit: Do they foster collaboration?
•    Cultural Alignment: Will they mesh well with the team?
These traits point to high employee potential, which is becoming a top recruitment criterion.

Recruitment Tips for Employers in Cambodia

Given these insights, here are a few recruitment tips for employers in Cambodia:
1.    Revamp Job Descriptions: Emphasize attitude, flexibility, and growth mindset, not just certifications.
2.    Use Behavioral Interviews: Ask situational questions that reveal how a candidate handles challenges.
3.    Test for Soft Skills: Implement group exercises or psychometric tests to evaluate communication and emotional intelligence.
4.    Value Lifelong Learning: Hire those willing to grow, not just those who already know.
5.    Internships & Trials: Allow candidates to showcase attitude and adaptability before making a full-time offer.

Real Examples from Cambodian Businesses

Local startups, NGOs, and SMEs offer case studies in support of hiring for attitude. One Phnom Penh-based social enterprise shared how they hired a university student with limited technical skills but immense passion. With mentorship and training, the employee became one of their top performers—proof that employee potential is often hidden behind a humble resume.
Another example is a digital marketing agency in Siem Reap. Initially, they hired a candidate based on an impressive portfolio, but cultural mismatches led to frequent conflicts and low morale. They later replaced the role with a less experienced but culturally aligned hire who contributed far more value.
These stories highlight how hiring based on soft skills and attitude leads to better organizational cohesion.

Cambodia’s Youth and the Future of Hiring

With over 60% of the Cambodian population under the age of 30, the future workforce is young and full of untapped potential. These emerging professionals often lack polished resumes but bring enthusiasm and adaptability to the table.
For businesses aiming to thrive long-term, investing in this talent by hiring for attitude and then training for skills can be a game-changing strategy. In the skills vs attitude hiring debate, Cambodia’s demographic and cultural context tips the scales toward attitude.

Conclusion

Ultimately, how to hire the right candidate depends on your company’s goals, values, and capacity for training. While technical skills are necessary for many roles, the real differentiator in long-term performance and cultural harmony is attitude.
To recap:
•    Hire for skills or attitude? — In Cambodia’s evolving job market, attitude is emerging as a key differentiator.
•    In the skills vs attitude hiring debate, soft skills and cultural fit are increasingly prioritized.
•    Know what to look for when hiring: curiosity, drive, and adaptability.
•    Embrace hiring based on soft skills to future-proof your workforce.
•    Apply these recruitment tips for employers in Cambodia to enhance hiring outcomes.
•    Balance the need for technical skills with the value of soft traits to uncover hidden employee potential.
So next time you’re faced with a hiring decision, remember: the best candidate might not have the most polished resume—but they could have the right mindset to grow with your business.