Do You Have What It Takes to Be a ‘Personality Hire’?

If you get further on charm than skill and carry a workload light enough to float atop your bubbly demeanor, then you might be a “personality hire.”

Charismatic employees lay the foundations of positive corporate cultures—or leave teammates to pick up the slack. While some people proudly advertise themselves as personality hires on LinkedIn, others roll their eyes.

“It’s annoying,” says Lauren Gomes Atwood , a project manager in upstate New York. “They always have time to hang out in the hallway, but when do they sit down and work?”

Atwood, 39 years old, says she worked with a personality hire in a previous job. Though fun to be around, the person eventually generated resentment and, after winning a promotion , prompted several co-workers to quit, she says.

Atwood started a remote job last month and says her search took longer than expected, partly because interviewers seemed as interested in her vibe as they were in her experience. She describes herself as matter-of-fact and says she doesn’t give off the effervescence some employers appeared to be looking for.

Bosses want the warm-and-fuzzies as the mood at work is generally sour . One-third of U.S. employees say they’re engaged in their jobs—near an all-time low, according to Gallup’s annual report on the state of the workforce, released this month. Half of workers say they feel a lot of stress, and 49% are interested in new job opportunities or actively applying.

With so many lonely, unhappy charges, bosses are desperate for good workplace energy. They say camaraderie is hard to build on hybrid schedules, so they prize upbeat employees whose energy is (hopefully) infectious.

Michael Zachary , a security manager at Pratt & Whitney, says he learned the value of a winning disposition in the Navy. He noticed qualities like collegiality and willingness to learn often proved more critical to new recruits’ success than natural talent.

Certain roles at the defence contractor where he works now are highly specialized and must be filled by the most technically qualified candidates, he says. But others, like data-entry clerks, could be performed adequately by dozens of applicants.

“In that case, I’m going to hire the nicest person to be part of the group,” says Zachary, 38.

Meme to management strategy

The concept of a personality hire—like quiet quitting and lazy-girl jobs before—crystallised on social media. Few have captured the essence better than comedian Vienna Ayla , who plays a Miss Congeniality type in skits that have been viewed tens of millions of times on TikTok and Instagram.

The running joke is that her all-style-no-substance character contributes nothing, until she becomes a hero through schmoozing. In one bit, she gets her team a deadline extension by buttering up the chief executive . In another, she calls in a favour from the mayor , who happens to be her workout partner in an “ass and abs” exercise class.

Ayla, 27, tells me she hears from viewers who work with people like her character. Many feel frustrated, while others concede that personality hires can prove their worth in key moments, despite their lack of hustle.

“I kind of admire that type of person who doesn’t get so worked up but still manages to save the day,” says Ayla, who describes her real-life persona as type A.

Businesses don’t want caricatures, but many judge applicants differently than they did during hiring sprees a couple of years ago, says Brian Vesce , co-founder and CEO of RefAssured, a candidate-reference startup.

Skill was king during the talent war of 2021 and 2022, but recent layoffs suggest a lot of companies believe they have enough, or even too many, capable employees.

“We are seeing more employers looking for the right personality when a role opens up,” Vesce says.

Sensing the shift, he launched RefAssured last year in an attempt to measure characteristics in job candidates that are often called “intangibles.” Using the company’s software, references answer a series of questions about how an applicant communicates, handles stress, takes feedback and manages conflict. The responses yield a candidate’s soft-skill rating on a five-point scale.

Customers include 10 of the country’s 100 largest staffing agencies, Vesce says, and he expects to triple that total by year-end.

Red flag or badge of honour

Personality hires are a growing presence in tech, as efficiency-minded companies seek engineers who can also make time with customers, says Lorde Astor West , founder of RadHash, which makes back-end software for startups. But people who excel at gabbing about technology products usually aren’t the best coders, in her experience.

“The life of the party might be an individual who isn’t as capable, and now you have other team members who are having to make up the difference and fix mistakes,” she says.

Astor, 49, leads a team of about 100 employees and contractors and says she’s developed an appreciation for the snippy or introverted people who get things done. Give her a pricklebush over a personality hire any day.

Others wear the personality-hire label proudly. They say keeping their energy up takes effort and makes people around them better.

Danielle Norris calls herself a “personality hire meets hard work” on LinkedIn. She tells me emotional intelligence is among the top qualities she brings to her role as a marketing manager at the Jonus Group, a recruiting firm for insurance and finance companies. In meetings, she says she’s able to sense when a colleague is hesitant to share an idea and can help put that person at ease with a smile or encouraging word.

That leads to greater collaboration and results, according to Norris, 32.

“I bring the vibes,” she says. “I’m always looking to have a good time, but I’m still able to drive my team to success.”

Imagine if having children came with more than $150,000 in cheap loans, a subsidised minivan and a lifetime exemption from income taxes.

Would people have more kids? The answer, it seems, is no.

These are among the benefits—along with cheap child care, extra vacation and free fertility treatments—that have been doled out to parents in different parts of Europe, a region at the forefront of the worldwide baby shortage. Europe’s overall population shrank during the pandemic and is on track to contract by about 40 million by 2050, according to United Nations statistics.

Birthrates have been falling across the developed world since the 1960s. But the decline hit Europe harder and faster than demographers expected—a foreshadowing of the sudden drop in the U.S. fertility rate in recent years.

Reversing the decline in birthrates has become a national priority among governments worldwide, including in China and Russia , where Vladimir Putin declared 2024 “the year of the family.” In the U.S., both Kamala Harris and Donald Trump have pledged to rethink the U.S.’s family policies . Harris wants to offer a $6,000 baby bonus. Trump has floated free in vitro fertilisation and tax deductions for parents.

Europe and other demographically challenged economies in Asia such as South Korea and Singapore have been pushing back against the demographic tide with lavish parental benefits for a generation. Yet falling fertility has persisted among nearly all age groups, incomes and education levels. Those who have many children often say they would have them even without the benefits. Those who don’t say the benefits don’t make enough of a difference.

Two European countries devote more resources to families than almost any other nation: Hungary and Norway. Despite their programs, they have fertility rates of 1.5 and 1.4 children for every woman, respectively—far below the replacement rate of 2.1, the level needed to keep the population steady. The U.S. fertility rate is 1.6.

Demographers suggest the reluctance to have kids is a fundamental cultural shift rather than a purely financial one.

“I used to say to myself, I’m too young. I have to finish my bachelor’s degree. I have to find a partner. Then suddenly I woke up and I was 28 years old, married, with a car and a house and a flexible job and there were no more excuses,” said Norwegian Nancy Lystad Herz. “Even though there are now no practical barriers, I realised that I don’t want children.”

The Hungarian model

Both Hungary and Norway spend more than 3% of GDP on their different approaches to promoting families—more than the amount they spend on their militaries, according to the Organization for Economic Cooperation and Development.

Hungary says in recent years its spending on policies for families has exceeded 5% of GDP. The U.S. spends around 1% of GDP on family support through child tax credits and programs aimed at low-income Americans.

Hungary’s subsidised housing loan program has helped almost 250,000 families buy or upgrade their homes, the government says. Orsolya Kocsis, a 28-year-old working in human resources, knows having kids would help her and her husband buy a larger house in Budapest, but it isn’t enough to change her mind about not wanting children.

“If we were to say we’ll have two kids, we could basically buy a new house tomorrow,” she said. “But morally, I would not feel right having brought a life into this world to buy a house.”

Promoting baby-making, known as pro natalism, is a key plank of Prime Minister Viktor Orbán ’s broader populist agenda . Hungary’s biennial Budapest Demographic Summit has become a meeting ground for prominent conservative politicians and thinkers. Former Fox News anchor Tucker Carlson and JD Vance, Trump’s vice president pick, have lauded Orbán’s family policies.

Orbán portrays having children inside what he has called a “traditional” family model as a national duty, as well as an alternative to immigration for growing the population. The benefits for child-rearing in Hungary are mostly reserved for married, heterosexual, middle-class couples. Couples who divorce lose subsidised interest rates and in some cases have to pay back the support.

Hungary’s population, now less than 10 million, has been shrinking since the 1980s. The country is about the size of Indiana.

“Because there are so few of us, there’s always this fear that we are disappearing,” said Zsuzsanna Szelényi, program director at the CEU Democracy Institute and author of a book on Orbán.

Hungary’s fertility rate collapsed after the fall of the Soviet Union and by 2010 was down to 1.25 children for every woman. Orbán, a father of five, and his Fidesz party swept back into power that year after being ousted in the early 2000s. He expanded the family support system over the next decade.

Hungary’s fertility rate rose to 1.6 children for every woman in 2021. Ivett Szalma, an associate professor at Corvinus University of Budapest, said that like in many other countries, women in Hungary who had delayed having children after the global financial crisis were finally catching up.

Then progress stalled. Hungary’s fertility rate has fallen for the past two years. Around 51,500 babies have been born there this year through August, a 10% drop compared with the same period last year. Many Hungarian women cite underfunded public health and education systems and difficulties balancing work and family as part of their hesitation to have more children.

Anna Nagy, a 35-year-old former lawyer, had her son in January 2021. She received a loan of about $27,300 that she didn’t have to start paying back until he turned 3. Nagy had left her job before getting pregnant but still received government-funded maternity payments, equal to 70% of her former salary, for the first two years and a smaller amount for a third year.

She used to think she wanted two or three kids, but now only wants one. She is frustrated at the implication that demographic challenges are her responsibility to solve. Economists point to increased immigration and a higher retirement age as other offsets to the financial strains on government budgets from a declining population.

“It’s not our duty as Hungarian women to keep the nation alive,” she said.

Big families

Hungary is especially generous to families who have several children, or who give birth at younger ages. Last year, the government announced it would restrict the loan program used by Nagy to women under 30. Families who pledge to have three or more children can get more than $150,000 in subsidised loans. Other benefits include a lifetime exemption from personal taxes for mothers with four or more kids, and up to seven extra annual vacation days for both parents.

Under another program that’s now expired, nearly 30,000 families used a subsidy to buy a minivan, the government said.

Critics of Hungary’s family policies say the money is wasted on people who would have had large families anyway. The government has also been criticised for excluding groups such as the minority Roma population and poorer Hungarians. Bank accounts, credit histories and a steady employment history are required for many of the incentives.

Orbán’s press office didn’t respond to requests for comment. Tünde Fűrész, head of a government-backed demographic research institute, disagreed that the policies are exclusionary and said the loans were used more heavily in economically depressed areas.

Eszter Gerencsér and her husband, Tamas, always wanted a big family. Photo: Akos Stiller for WSJ

Government programs weren’t a determining factor for Eszter Gerencsér, 37, who said she and her husband always wanted a big family. They have four children, ages 3 to 10.

They received about $62,800 in low-interest loans through government programs and $35,500 in grants. They used the money to buy and renovate a house outside of Budapest. After she had her fourth child, the government forgave $11,000 of the debt. Her family receives a monthly payment of about $40 a month for each child.

Most Hungarian women stay home with their children until they turn 2, after which maternity payments are reduced. Publicly run nurseries are free for large families like hers. Gerencsér worked on and off between her pregnancies and returned full-time to work, in a civil-service job, earlier this year.

She still thinks Hungarian society is stacked against mothers and said she struggled to find a job because employers worried she would have to take lots of time off.

The country’s international reputation as family-friendly is “what you call good marketing,” she said.

Gina Ekholt said the government’s policies have helped offset much of the costs of having a child. Photo: Signe Fuglesteg Luksengard for WSJ

Nordic largesse

Norway has been incentivising births for decades with generous parental leave and subsidised child care. New parents in Norway can share nearly a year of fully paid leave, or around 14 months at 80% pay. More than three months are reserved for fathers to encourage more equal caregiving. Mothers are entitled to take at least an hour at work to breast-feed or pump.

The government’s goal has never been explicitly to encourage people to have more children, but instead to make it easier for women to balance careers and children, said Trude Lappegard, a professor who researches demography at the University of Oslo. Norway doesn’t restrict benefits for unmarried parents or same-sex couples.

Its fertility rate of 1.4 children per woman has steadily fallen from nearly 2 in 2009. Unlike Hungary, Norway’s population is still growing for now, due mostly to immigration.

“It is difficult to say why the population is having fewer children,” Kjersti Toppe, the Norwegian Minister of Children and Families, said in an email. She said the government has increased monthly payments for parents and has formed a committee to investigate the baby bust and ways to reverse it.

More women in Norway are childless or have only one kid. The percentage of 45-year-old women with three or more children fell to 27.5% last year from 33% in 2010. Women are also waiting longer to have children—the average age at which women had their first child reached 30.3 last year. The global surge in housing costs and a longer timeline for getting established in careers likely plays a role, researchers say. Older first-time mothers can face obstacles: Women 35 and older are at higher risk of infertility and pregnancy complications.

Gina Ekholt, 39, said the government’s policies have helped offset much of the costs of having a child and allowed her to maintain her career as a senior adviser at the nonprofit Save the Children Norway. She had her daughter at age 34 after a round of state-subsidised IVF that cost about $1,600. She wanted to have more children but can’t because of fertility issues.

She receives a monthly stipend of about $160 a month, almost fully offsetting a $190 monthly nursery fee.

“On the economy side, it hasn’t made a bump. What’s been difficult for me is trying to have another kid,” she said. “The notion that we should have more kids, and you’re very selfish if you have only had one…those are the things that took a toll on me.”

Her friend Ewa Sapieżyńska, a 44-year-old Polish-Norwegian writer and social scientist with one son, has helped her see the upside of the one-child lifestyle. “For me, the decision is not about money. It’s about my life,” she said.