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3 Reasons to Consider Personality When Hiring
Why Do We Care About Personality in the Workplace?
Personality is a fun topic to discuss, and it does have some real meaning in the workplace so it’s wise to evaluate how a candidate’s personality factors into the position you’re considering them for. when hiring a new employee. Here are are few questions to ask yourself:
- how will this person fit into our culture and get along with others?
- how well does their personality match the job we’re considering them for?
- what unique talents or interests can this person bring to our business?
When hiring new employees, you might not initially think that personality has much to do with your position. Hey, if the candidate has experience and knows what they’re doing, what does it matter?
Three Reasons it Matters A LOT!
It is important to understand one’s interests and preferences in terms of their personality because it’s these very interests that will ultimately keep them engaged in whatever task they’re expected to perform over an extended period of time.
An employee’s level of engagement in a task and in their role as a whole is important for you, as the employer, because when your employees are interested in the work they are doing from a fundamentally personal position, they are more likely to report a higher degree of job satisfaction than those whose interests don’t align with their everyday work activities. Because they’re more interested in what they’re doing, they will probably also be better at doing these things, which serves to improve on-the-job performance, as well.
>> Check out our personality infographic to see how personality factors can influence engagement <<
Personality and interests are one very big piece of the puzzle that, without them, would be incomplete. Psychologists support that one’s interpersonal skills are also an important component to on-the-job performance, in addition to personality and cognitive abilities. It’s these skills, after all, that allow your candidates to excel and thrive within their work environment.
Understanding how our potential employees deal with others- their colleagues, customers, and prospects before committing to hiring someone lends us significant insight into how this person might perform on the job in a real-life circumstance. We can also use these insights to identify areas of strength as well as room for growth and improvement or coaching.
Emotional Intelligence is defined as being in tune with others’ emotions and demonstrating an understanding of others’ motivations. Further, those with high emotional intelligence have a good understanding of how to interact with others in various settings. These skills also cross over into the customer-service realm and include traits such as assertiveness, agreeableness, humbleness, initiative, and communication.
Does your potential employee understand these concepts and how to apply them?
Your Pre-Employment Testing Process Should Incorporate Both
When attempting to identify a pre-employment assessment test to use in your hiring process, it’s important that you take into consideration these things, looking for assessments that cover cognitive abilities, personality, and interpersonal aspects to get the most well-rounded picture of your candidate.
Pairing these assessments with in-depth interviews and reference checks is always the best practice that we recommend. Taking into consideration each of these aspects allows you to truly make the most informed decision about whether this person is a fit for your organization or not.
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