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Should we prioritize the personality in our hiring process?

 

The right personality fit is often the hardest thing to find in a new hire. Whether recruiting one hire or a whole new team, it’s important that you’re always aware of the overall team dynamic. You might be hiring the best person for each specific role, but without team cohesion there’s no guarantee of success in the hire. Think about these things before the hiring process:

Self-reflection –You need to build your team around your vision and your personality and there is nothing wrong about it. It’s proved that people with similar personalities and vision work better together. If you’re going to drive this team towards success then you need a group who complements your style. To understand what your team requires, you first need to conduct a self-reflection – make sure when you do that you’re honest with yourself about your strengths and weaknesses, and what you need to fill the gaps.
 

What makes a good team? – Ask yourself what sort of team dynamic is conducive to success, bearing in mind your specific goals and ambitions. If your team is going to be operating in a highly pressured environment in a global marketplace then patience and good communication skills would be at the top of your priority list, for example.
 

Candidate personality assessment – There are many personality assessment tools you can use to determine the group compatibility. First assessed the roles, profiles and attributes of the pre-existing team members, then mapped each new candidate’s personality profile against that of the pre-existing team to ensure group success and that they fit the team.
 

So we get to the conclusion that personality is not just important, but it is essential and it should be considered during the hiring process. But, how to define the right personality type that we need for the hire? Here we explain the basic qualities to look for in a candidate.
 

Should we prioritize the personality in our hiring process? - TSP Blog

Communication: Use the interview to gauge how articulate your candidate is and how easy it is to understand him/her. If you find that your candidate cannot accurately express his/her thoughts and ideas throughout the interview, it's best to move on to other options.
 

Discipline: Discipline is what drives people to achieve their goals. It makes people more productive, keeping them moving even while unmotivated, and makes them more focused, eliminating distractions to achieve what's important. You can figure out how discipline is your candidate, asking questions about his personal interests/hobbies. People that practice sports are normally more discipline than others who don't.
 

Passion: Employees who are passionate about what they do are far more likely to be productive and successful during the course of their stay, and they're going to be happier doing it. That means they'll stick with you for the long haul as long as you enable their passions, and they'll be more likely to find creative alternative solutions to problems when they arise, rather than ignoring them or finding temporary workarounds.
 

Positivity: A little positivity goes a long way, even in a large firm. Attitudes are contagious, meaning that the overall positivity or negativity of the candidates you introduce will bear an impact on the health and mental attitude of the entire group. By gradually introducing more and more positive, optimistic candidates, you'll shape the atmosphere of your company for the better.
 

Other than that, during the hiring process take notice on how frequently the candidate uses ‘me’ over ‘we’ and also whether his/her future goals are individual or collective ones. Before anything else, if both of you are able to make the interview feel like a conversation rather than an interrogation then this is usually a good sign that you have good rapport.
 

Personality is entirely subjective, because each office's company culture is unique. Having someone who gets along with the team while being able to satisfy the company's objective keeps the energy positive and impulse going. The key takeaway for you here is to concentrate on recruiting people who, don’t just have the right skills, but can also add a social value.


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