It is considered that experience and skill are important
predictors of job performance, and traditionally the hiring process has been
based on these qualities. In recent years, however, personality has
increasingly been recognised as an equally important predictor of job
performance.
Business mogul and entrepreneur Richard Branson is known to place
more value on personality than skill set when hiring. Branson maintains that
most jobs can be taught relatively quickly, and suggests “if you can find
people who are fun, friendly, caring and love helping others, you are on to a
winner”. Indeed, more and more businesses are incorporating personality testing
into their hiring processes.
Attributes that make up Personality
Motivation, resilience, flexibility, and the ability to take
initiative are examples of personality characteristics that strongly affect
individual job performance. When planning your next workforce addition/s, it is
important to underline which mix of these attributes equals ‘getting the job
done effectively’ for the short and long term in your unique setting.
For example, the way individuals approach and complete
tasks, adapt to change, and deal with stress are strongly influenced by
personality and can have various connotations to performance depending on the
environment and culture, not just the role at hand. A receptionist at a health
clinic may have to be far more open to sudden adaptation and change than a law
firm receptionist.
Predicting environment match
Personality may also determine the workplace environment in which an individual is most likely to be successful. For example, introverted individuals are more likely to perform well in a job involving independent work, whereas extroverted or outgoing individuals are generally better suited to jobs involving more human interaction.Matching personality types together
Employers should also keep in mind how the workplace dynamic
is influenced by the personalities of employees, who are more likely to stick
around if they are happy in their workplace and get along with their co-workers.
Matching younger up and coming employees to more experienced mentors can have
great benefits for both parties, but be sure that there isn’t a large clash in flexibility
or openness.
Recruiting based on
personality therefore has a noticeable effect on your organisational goals. Being
sure that your chance of turnover is significantly reduced is ultimately going
to save costs, knowing that your staff members are adaptive to change will
allow larger changes to become successful more quickly, and knowing that your
staff are resilient during times of stress will reduce complaints and increase openness
to job rotation and potential promotion.
Whilst experience certainly counts for something, the role
personality plays in predicting job performance should not be discounted.
Businesses can benefit from including an aspect of personality testing early in
the recruitment process.
Want to learn more about testing personality directly related to your role and company?
Talent assessment and development Psychologists, Psych Press
have a large selection of in-house and customisable assessment tools that link personality
to performance prediction for a variety of companies. One such tool, Business
Personality Reflections (BPR) has been used for a multitude of roles to
ascertain a strong fit for recruiting decisions. Based on a wide field of
research and multiple industry norms, this assessment provides a full report
for your informed decision. To find out more visit the Psych Press Business
Personality Reflections page.
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