
To my fellow Chief Vibes Officers out there, this one’s for you. You’re smart, funny, and important to the workplace. What’s 4+4?!
I’ve always wanted to be a writer. It’s my good fortune I ended up working in a lifestyle media publication and being part of Singapore’s media landscape. With a persona tailor-made for the job, I proudly dubbed myself as our team’s “personality hire”. My cameo in our viral Instagram reel (ala Drew Barrymore in Scream) is a prime example of that proclamation. Plus, have you noticed the “about me” part of my byline? I bet you’re going to read it now.
If you’re not on social media, it’s understandable that you’ll probably be scratching your head and wondering what a “personality hire” is. Are these people real? If they are, why are they even hired in the first place?
The 411 on personality hires
@viennaayla one thing about her, she earns her keep
According to TikTok, personality hires are folks who infuse the workplace with energy, creativity, and camaraderie, typically overshadowing their competency or productivity. The best example I can come up with is Victoria Beckham in the Spice Girls. She’s often regarded as the one who can’t sing and is only in the group to attract male fans. This perception continued during her solo music career and even when she branched into fashion. Fortunately (or unfortunately), her solo ventures were successful… guess who’s having the last laugh now?
Curious about the essence of personality hires (being one myself), I chatted with Angela Neo, our Chief Operations Officer who handles our organisation’s hiring, for her insights on this topic. “My take is that we’re talking about that special someone in a company who’s more than just the resume or the technical skills on paper. It’s someone who brings an extra spark to the team,” she explains. “I see a personality hire as the social glue, the go-to person who can lift the whole vibe of the workplace.”
So, while TikTok might portray personality hires as vibrant and outgoing souls who bring the vibes to the office, this perception raises an important question: do these individuals truly possess the expertise to pull their weight in the workplace?
Misconceptions are not vibey

Many will assume personality hires are simply about charisma and charm, prioritising style over substance in the workplace. The truth, however, is far more nuanced. Personality hires represent a strategic approach to building teams based not only on technical skills, but also on cultural fit, communication styles, and shared values. They’re the individuals who bring life to company culture, foster collaboration, and inject fresh perspectives into projects.
That said, there’s often scepticism towards these hires. Some may question whether they truly contribute to productivity or are merely hired for their likability factor. Marion Ang, Chief People Officer at TriOn & Co, believes personality shouldn’t be a priority when it comes to recruitment. “It’s an unfair assessment, as one’s personality can be shaped by external factors, such as the work environment, life experiences, and social circle.”
“People should be allowed the space to grow personally and professionally, and not use it as a basis to predict future job performance,” she adds.
Reflecting on my past work experiences, I wholeheartedly concur. One of my previous jobs involved conducting training sessions for adults, which I found daunting initially because I’m not a great (and patient) teacher, and carrying out lessons for grown-ups sounded intimidating. So, how did I handle that role? By relying on my personality, of course. I peppered each session with anecdotes and jokes to lighten the mood and get everyone to like me. It worked to my advantage: my former students constantly tell me I’m one of their favourite trainers.
Are we stealing someone else’s rice bowl?

Another concern is the potential for bias. Will hiring based on personality inadvertently exclude qualified candidates who don’t fit a certain mould? That assumption couldn’t be further from the truth, and Marion has witnessed this firsthand. “We’ve had candidates that excelled during the interview but struggled when stressed, affecting their work performance. Some exceeded our expectations from when we first interviewed them,” she notes.
It’s a balancing act acknowledging the technical skills while also taking note of the prospective employee’s personality. Angela tells me that even though personality assessments can be used to understand how a candidate may align with the company values and team dynamics, practical assessments and comprehensive interviews are ultimately the proper gauges for evaluating a person’s capabilities.
While I empathise with the sentiment, navigating the job interview is like traversing a maze. Success isn’t solely determined by qualifications alone. While possessing the requisite skills and experience certainly lays a strong foundation, this stage introduces myriad factors that can influence the outcome. Job interviews aren’t merely a checklist of qualifications but a multifaceted evaluation of the individual’s potential to thrive within the organisation. As they say, may the best person win.
Personality hires are not scammers

TBH, the negative perceptions about personality hires don’t wear me down. I’m cognizant and confident of my efforts and contributions to the workplace, imposter syndrome notwithstanding. If I’m lacking in certain areas, I’ll put in the work to improve myself.
Case in point: before taking on my first batch of students at my previous job, I sat through classes conducted by my former colleagues to understand how lessons were conducted and made sure to read up and understand the training materials. Eventually, I became comfortable training adults and got better at the role while showcasing my stellar disposition.
My journey to becoming a full-time writer at Honeycombers was the opposite. Despite initial perceptions of being overqualified, I dove into the role zealously, eager to contribute my skills and unique perspective. As I settled into the position, I infused my personality into my writing, adding a touch of vibrancy and authenticity to my work. This doesn’t diminish my dedication to delivering high-quality content. Instead, it enhances my work, making my contributions engaging and impactful.
As my persona grew larger than life within the company, I began to appear in videos and hosted a new podcast series. This personality hire has gone beyond the written word and delved into auditory and visual storytelling. If you can do the work and show off your personality simultaneously, why not?
I’m not being defensive here

Undeniably, the term “personality hires” has taken on a life of its own, leading many to dismiss these individuals as mere showpieces. But let’s set the record straight: this article isn’t about defending or calling out anyone. It’s about celebrating each individual’s diverse talents and contributions to the workplace, regardless of personality type. Shedding light on the experiences of personality hires and challenging common misconceptions can help foster a more inclusive and understanding work environment. After all, diversity isn’t just about ticking boxes – it’s about embracing the richness of human experiences and perspectives.
Take Ashe, my fellow writer, for example. As a personality hire, she comes with an R21 rating (the amount of F-bombs she drops is staggering), but she’s hardworking, creative, and produces outstanding work. Or consider my editors, Benita and Nicole, who may be more introverted in nature but always come through when leading the team and boosting morale.
So, let’s ditch the stereotypes and recognise that authenticity, empathy, and a unique perspective are valuable assets in any team. Whether you’re an outgoing extrovert or a thoughtful introvert, your voice matters, and your contributions make a difference.
Ultimately, we’re all working hard to put money in our pockets. And if we get to be authentically ourselves while doing it? Well, that’s just the cherry on top.