Four Reasons to Hire Based on Personality

No one ever says that hiring a new employee is easy—especially hiring managers. No one ever says that hiring a new employee is easy—especially hiring managers. Throughout the hiring process, you have a laundry list of points to consider for each candidate, including whether they’re qualified for the position, have the right skills, and display the level of enthusiasm you expect.

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In all these aspects, there is another underlying question you’re trying to answer: Will this candidate fit in at your organization?

Personality is the answer to this pervasive question. As a hiring manager, you don’t necessarily need to rely on standard personality tests (which can be misleading and, in some cases, downright wrong). However, gaining a sense of each candidate’s personality through resumes, online searches, and personal impressions can help you choose the right person, the first time.

Here are four good reasons to hire with personality in mind.

1. Team culture is worth preserving

One of the most important ingredients of a successful business is a healthy organizational culture. A happy team that works well together is a productive team. But the moment you introduce a dissonant note to your company, that harmonious atmosphere begins to break down.

Even a new employee with the perfect blend of skills and experience can have a negative impact on your company, if that employee’s personality clashes with your existing team. Bitterness can spread quickly—and it’s much harder to restore the culture balance once it’s been upset, than to maintain equilibrium by hiring people with complementary personalities.

2. Personality cannot be learned

Most candidates are able to learn new skills, either through supplementary training or while they’re on the job. Personality, on the other hand, usually can’t be acquired.

There are some aspects, such as confidence and self-esteem, that candidates may be able to build on—especially those related to experience. However, an individual’s general personality and the way they interact with others is difficult, if not impossible, to alter. It makes sense to hire candidates who already have the right personality traits in place for the job.

3. Creative personalities can generate results

There’s a reason many hiring managers list creativity as a desirable soft skill. Employees with creative personalities can add value to your organization—they’re often quick to learn and enthusiastic about pitching in, and they can offer fresh perspectives on difficult problems.

Of course, hiring for other personality traits can benefit you as well. Some of the most valued include professionalism, self-reliance, confidence, and high energy.

4. Personality can be the deciding factor

In most fields, there are more job candidates than job openings. This makes the hiring process more difficult, because you’re likely to find numerous candidates who are all technically qualified for the position. When all other factors are equal, how do you decide which candidate to hire?

Resting the final decision on personality is typically a good strategy, especially when you consider the candidate’s cultural fit. By using personality as a guiding factor, you can hire well-rounded employees who will accentuate your team and drive your organization forward. Contact us today at (513) 651-9500 or by email at info@psychpros.com to find out more about how we can help you find the best candidate for your open positions.

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