Why Resilience Should Be Part of Your Company’s Hiring Rubric

Every company wants to bring on talented people who can contribute to success. While technical skills and experience are essential, they tell only part of the story. In today’s fast-changing work environment, resilience is a trait that can make the difference between an employee who thrives and one who struggles. Gregory Hold, Founder & CEO of Hold Brothers Capital¹, highlights that building resilience into your hiring rubric helps ensure that new team members are ready not just for the work itself, but for the challenges that come with it.

Resilience is the ability to recover from setbacks, adapt to change, and keep working toward goals despite difficulties, creating teams that are stronger, more flexible and better equipped to handle the unexpected. It promotes a positive mindset, helping individuals and groups view challenges as opportunities for growth. Over time, this outlook fosters a culture of perseverance, where continuous improvement and learning are valued.

The Value of Resilience in the Workplace

Workplace challenges come in many forms, including tight deadlines, shifting priorities, and market changes, to name a few. Employees who can stay focused and positive during these times provide stability for their teams. They help maintain progress even when conditions are tough. Resilient employees also tend to take feedback well, learn from mistakes, and contribute to a culture of continuous improvement.

By prioritizing resilience during hiring, companies set the stage for teams that can navigate uncertainty without losing momentum. It supports long-term success and helps protect morale during difficult periods.

How Resilience Supports Team Dynamics

Resilient employees contribute to healthier team dynamics. They bring a calm, steady presence during stressful times and help others stay grounded. They are more likely to offer support to colleagues, share solutions, and focus on collective success rather than personal frustrations.

Teams that include resilient members are better able to adapt to change. They respond to challenges with collaboration rather than conflict. It creates a positive environment where people feel safe speaking up, trying new ideas, and working through problems together.

Recognizing Resilience During the Hiring Process

Resilience does not always appear on a résumé. It often shows itself in how a candidate describes their experiences and approaches challenges. Companies can uncover resilience by asking thoughtful interview questions that go beyond technical qualifications. Asking questions such as “Can you describe a time when you faced an unexpected challenge at work? How did you handle it?” or “Describe a situation where a project didn’t go as planned,” “What was your role in addressing the issue?” invites candidates to share specific examples. The goal is to listen for signs of perseverance, adaptability, and problem-solving. Gregory Hold shares that candidates who reflect thoughtfully on setbacks and describe constructive responses often bring resilience to their work.

Including Resilience in Your Rubric

Hiring rubrics helps ensure that decisions are fair, consistent, and focused on what matters most. Adding resilience as a category or subcategory provides a way to evaluate this important trait alongside skills and experience. When building resilience into a rubric, companies can define what it looks like in action.

It might include responding constructively to setbacks, staying focused on goals despite obstacles, demonstrating a willingness to learn and adapt, and showing persistence in the face of challenges. Clear criteria help interviewers assess resilience objectively and ensure that they receive the attention they deserve during the decision-making process.

The Link Between Resilience and Retention

Employees who bring resilience to their roles are often more satisfied and engaged at work. They are better prepared to manage stress and less likely to feel overwhelmed by challenges.

It supports higher retention rates, as resilient employees are more likely to stay and grow with the company. By hiring for resilience, companies reduce the risk of turnover driven by burnout or frustration. They build teams that can weather tough times without losing focus on long-term goals.

Supporting Resilience After Hiring

Hiring for resilience is the first step. Companies can strengthen this trait by creating an environment that values and supports it. It includes providing resources for well-being, offering opportunities for growth, and encouraging open communication about challenges.

When employees feel supported, they are better able to develop and apply resilience in their work. For firms like Hold Brothers Capital, leaders who model resilience through their behavior help reinforce its importance and inspire their teams to do the same.

Balancing Resilience with Other Qualities

While resilience is valuable, it is not the only trait that matters. Companies should aim for balance, seeking candidates who bring a mix of skills, experience, collaboration and adaptability. A strong hiring rubric includes resilience as part of a broader picture, helping ensure that teams are both capable and cohesive.

Resilience does not mean perfection. It means the willingness and ability to keep trying, learning, and contributing despite obstacles. By recognizing this, companies can hire people who bring both competence and character to their roles.

Benefits for Company Culture

When resilience is part of hiring decisions, it shapes company culture over time. Teams become known for their ability to stay steady under pressure, learn from experience, and support each other through change. This culture attracts like-minded candidates and helps strengthen the organization’s reputation for professionalism and care.

A resilient culture also fosters innovation. Teams that are not derailed by setbacks are more willing to experiment, take smart risks, and pursue ambitious goals. It supports growth and success in a competitive marketplace.

Building Strength Through Smart Hiring

Resilience is a quality that helps individuals and teams navigate the realities of modern work. By making it part of your company’s hiring rubric, you invest in people who can contribute not just when things are going smoothly, but when challenges arise. This investment pays off in stronger teams, better outcomes, and a culture that supports long-term success.

Hiring for resilience does not mean overlooking skills or experience. It means recognizing that how people respond to challenges is just as important as what they know. Companies that seek out this quality position themselves to thrive, no matter what comes their way.

¹ Hold Brothers Capital, is a group of affiliated companies, founded by Gregory Hold.