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Hiring on Behaviours: The Robocop Rule

Hiring on Behaviours: The Robocop Rule

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Would you hire a high-performing police officer to be Robocop? It sounds like a no-brainer. Yet, in Robocop 2, that’s exactly what went wrong. The company picked highly skilled officers, believing their technical expertise made them perfect candidates. But it failed. Why? Because they overlooked one critical element: behaviour.

The original Robocop worked because his core behaviours — duty, commitment, and a strong sense of justice — aligned perfectly with the role. The replacements may have had the skills but lacked the behavioural foundation to thrive.

This isn’t just a lesson from Hollywood; it’s a reality in today’s hiring landscape.

 

The Problem with Skills-First Hiring

Many businesses make the mistake of prioritising skills over behaviours when hiring. It’s understandable — skills are tangible and easy to measure. But time and again, we see companies hire people for their CVs only to fire them later because their attitudes or values didn’t align with the organisation.

Here’s the truth: skills can be taught. Behaviours and values, on the other hand, are deeply ingrained. They dictate how someone works, collaborates, and responds to challenges. A candidate might have awesome technical skills, but they could become a liability instead of an asset if they lack empathy, adaptability, or resilience.

Imagine hiring a highly skilled engineer who can design groundbreaking products but struggles to collaborate. Even if their technical work is flawless, their behaviour can erode team morale and derail projects.

 

Why Behaviour is the Foundation of Success

Behaviours shape how people interact with others, approach their work, and align with company values. A team member’s behaviour can determine whether they thrive in your organisation or clash with its culture.

When companies focus on hiring for behaviour, they ensure cultural alignment and long-term success. The right behaviours create stronger teams, improve collaboration, and foster resilience in the face of challenges.

For example, a startup requires flexible, resourceful, and willing employees to wear multiple hats as the business evolves. In contrast, a remote-first company needs self-motivated, disciplined individuals who excel in communication and accountability. Both scenarios highlight the importance of hiring for behaviour over pure skill.

 

Defining Your Culture and Behaviours

To hire for behaviour, you first need to define your company’s culture. Ask yourself:

  • What are the key behaviours that drive success here?
  • What do we value most in our people?

For example:

  • Startups: Look for resilience, adaptability, and creativity. These are the behaviours that allow employees to thrive in fast-paced, unpredictable environments.
  • Remote teams: Prioritise independence, strong communication skills, and accountability. These are essential for remote workers to succeed without constant supervision.

Once you define your culture, use behavioural interview techniques to uncover how candidates operate in real-world scenarios. Ask them to share specific examples of how they handled challenges, collaborated with teams, or adapted to changing circumstances.

 

The Robocop Analogy

Let’s return to Robocop 2. The company assumed technical expertise was enough to create the perfect Robocop. But, the high-performing officers they chose had deeply ingrained pride and independence. These behaviours clashed with the role of becoming a machine.

The original Robocop succeeded not because he was the most skilled officer but because his behaviours — duty, commitment, and a strong sense of justice — were the perfect match.

The lesson is clear: when you focus on behaviour, you hire people who align with your mission and values. Skills can always be trained later.

 

How Kensington Additive Can Help

At Kensington Additive, we understand the importance of hiring for behaviours and skills. Our proprietary “Root-Cause Recruitment” methodology digs deeper to identify candidates whose values and behaviours align with your company culture. Here’s how we help:

  • Behavioural fit assessments: We use advanced video interviewing techniques to evaluate how candidates respond to real-world challenges.
  • Cultural alignment: We work with you to define the behaviours that drive success in your organisation.
  • Specialised recruitment: Focusing on the advanced manufacturing sector, we find professionals with the skills and behaviours to thrive in your unique environment.

Whether you’re building a startup team or expanding a global organisation, we’re here to ensure your hires are the right fit.

 

Closing Thought

Are you hiring future Robocops or just looking at shiny CVs? It’s time to rethink your approach. Skills might get people through the door, but behaviours keep them there. Focus on what truly matters, and watch your team thrive.

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