What Did You Want to Be When You Grew Up?

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What Did You Want to Be When You Grew Up?

Was it a firefighter? A doctor? A teacher? I wanted to be a rock star (true story) because I just loved music so much.

It’s a question that we’re all asked at one point or another in childhood. Funny thing is, how can we possibly know as a child what we want to be when we’re an adult? Surely our interests change and adjust over time. We learn and grow and are exposed to a variety of different environments, cultures, jobs, hobbies, and new experiences that mold and shape us into who we will eventually become. But even then, we are always evolving, changing, and opening up to new things.

We make such preliminary decisions in childhood based on our interests and hobbies at the time, but also because these professions seem to jive somehow with who we believe we are. Who we are is our essence, it’s what makes me, me, and not you. Your essence makes you, you, and not someone else. Our essence is our personality.

Why Do We Care About Personality in the Workplace? 
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?

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.

Interpersonal Skills

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.

Interpersonal skills encompass understanding others’ motivations and actions and then knowing 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 Assessment Testing Process Should Have 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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