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I made a switch to the Jon Taffer Approach:

1. Figure out which personality traits work in the job and select for them in the first set of interviews 2. Then refine those candidates per skill sets as if they have the right personality sets than training can fill the skill gaps but if personality does not match the job no amount of training will change that bad fit into a good one.

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Perhaps attitude might make more sense then personality, as your personality can change over time/environment. Environment affects a lot of personality and how it's perceived, and expressed. A toxic workplace will make a lot of difference but people with more healthy attitudes will likely leave quickly, those with poor views on life or self image will likely stay. This would of course effect training and improving skills.

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