P. Masiulis on Identifying Top Candidates: Why Motivation Matters More Than Skills

Lithuanian business executive Paulius Masiulis, CEO of the country’s largest private employer, has identified a single defining trait that separates strong job candidates from average ones: genuine motivation to work. In an interview with Lrytas, Masiulis stated that while technical skills can be taught, a candidate’s fundamental desire to contribute is the one quality he cannot overlook during hiring decisions.

“If a person wants a job—everything else can be learned,” Masiulis said. “But if they don’t want to work, no amount of training will change that.” His remarks come as Lithuania’s labor market tightens, with employers increasingly prioritizing cultural fit and long-term commitment over short-term qualifications.

Masiulis, whose company employs thousands across manufacturing, logistics, and IT sectors, emphasized that his hiring philosophy aligns with broader trends in Central and Eastern Europe, where companies are shifting from skills-based recruitment to attitude-focused selection. According to a 2025 report by the European Training Foundation, 68% of CEOs in the region now rank work ethic and adaptability above specialized technical knowledge when evaluating candidates.

The shift reflects broader economic pressures. Lithuania’s unemployment rate fell to 5.2% in May 2026—the lowest in a decade—while labor shortages in key industries like tech and healthcare have forced employers to rethink traditional hiring criteria. Masiulis’ company, which operates in sectors with high turnover, has seen a 22% reduction in voluntary attrition since implementing attitude-based screening tools in 2024, according to internal data shared with Lrytas.

Yet the approach is not without criticism. Labor economists warn that overemphasizing motivation over measurable skills could exclude candidates from underrepresented groups who may lack formal training but possess transferable abilities. “Motivation is important, but it’s not a substitute for foundational competence,” said Dr. Indre Bimbaitė, a labor market analyst at Vilnius University. “Companies risk creating a self-perpetuating cycle where only those who already fit the ‘ideal’ profile get hired.”

Masiulis acknowledged the debate but defended his stance, citing a 2023 study by the International Labour Organization that found employees with high intrinsic motivation were 40% more likely to stay in roles longer than three years—a critical metric for his company’s operational stability.

Why it matters

Masiulis’ hiring philosophy underscores a growing divide in European recruitment strategies. While Western firms often prioritize niche technical skills, Eastern European employers—particularly in manufacturing and logistics—are doubling down on cultural fit and work ethic as labor markets tighten. The trend aligns with a 2025 McKinsey report predicting that by 2030, 70% of companies will use “behavioral assessments” as primary screening tools, up from 30% in 2020.

For job seekers, the message is clear: while certifications and degrees remain valuable, employers increasingly value demonstrated initiative and problem-solving over rigid qualifications. Masiulis’ company, for example, now offers accelerated training programs for candidates who lack formal education but show strong work ethic—an approach that has filled 18% of its open roles in the past year, according to company data.

What happens next

As Lithuania’s labor market continues to evolve, the debate over hiring criteria is likely to intensify. Regulators may need to address potential biases in attitude-based screening, while educational institutions could face pressure to adapt curricula to better prepare candidates for these new standards. Meanwhile, companies like Masiulis’ are investing in internal upskilling programs to bridge gaps between motivation and technical readiness.

For now, the takeaway for candidates remains straightforward: in a candidate-short market, proving you *want* the job may matter more than proving you can do it.