Why You Should Hire For Personality, Not Just Experience

Hiring a new employee can be a stressful and challenging experience. There are so many things to consider: Are they qualified? Are they enthusiastic? What skills do they have? As you critically analyze the respondent’s replies, there is another question that you are asking yourself: Will they fit in?

Among the degrees and certificates, there is also a real human being with attitudes, values, and mannerisms. Below you’ll find just a few of the reasons why personality is just as important as skills and experience in a job interview.

Team Culture Is Precious

We’ve all been there. Apart from a few insignificant niggles, everything with your job and workplace is satisfactory. You feel comfortable, you have friends at work and the sun is shining. Then the new employee starts. Whether it’s a manager, a junior or a same-level colleague, if you don’t see eye-to-eye and their personality drives you crazy, things can sour very, very quickly.

When bitterness arises, it spreads swiftly. What was once a positive, healthy team culture can transform into a gossip-fueled, discontent and fragmented workplace. Team culture is precious. When employees are in tune and share the same values, attitudes, and beliefs, they work together like a well-oiled machine. Their suited personalities allow them to relate and understand each other, not to mention develop deep, sincere friendships.

A right culture fit can also positively affect the new employee’s commitment and longevity. When we identify with and respect our company’s brand, we are more likely to be loyal. The recruitment process requires a lot of time and investment, so whether loyalty means that the new employee works that little bit harder or turns down job offers from head hunters, there are many benefits to be reaped from getting things right.

This is why many professional HR departments and recruitment companies, use specialized testing to objectively evaluate a candidate’s potential. Indeed, entire Assessment Centers are sometimes devoted to running psychometric tests such as Myer-Briggs, the Big Five Profile, and the Occupational Interest Inventory.

Skills Can Be Learned, Personality Can’t

What some HR professionals fail to grasp is that while many skills can be learned on the job, it is extremely difficult to change someone’s personality. Richard Branson wrote a brilliant article on this subject, Within three months, you can usually know the ins and outs of a role. For Branson, personality is the first thing to look for, followed by skills and experience. If it works for one of the most successful businessmen on earth, it can work for you.

Remember to look beyond the qualifications on a resume and see the bigger picture. Does the candidate have transferable skills? Many talented individuals are often overlooked just because they didn’t have the supposedly right degree or job title. Avoid doing this by critically looking at the candidate’s work experience and tasks performed, in combination with their references and presentation at the interview. Were they enthusiastic and confident? Did their work referee endorse them as hard-working with a high level of integrity?

Lastly, from the prospective employee’s point of view, why would you want to work in a place where you couldn’t be yourself? Job satisfaction and feeling as though you belong to a team or family is a vital part of the employment experience. Employers have the power to save everyone a lot of time and stress by employing the right individuals.

So, what do you think? Do you look for particular traits or characteristics when you hire a new employee? What sort of team culture does your business enjoy? Whether you disagree with hiring based on personality or are big believer in this approach, if you have a story or tip to share, please do so by leaving a comment below.

 

 

Written By: Carolyn D’Silva

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