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Cracking the Code: Why Hiring for Personality Isn't the Holy Grail

In the realm of hiring, the notion of "personality hires" has gained prominence – the charismatic coworker w

ho brightens the atmosphere but may lack direct relevance to their job. But is this practice prevalent, and does it truly benefit the team? Moreover, how does identifying as a personality hire impact one's professional reputation? This article aims to provide insights into these questions and emphasize the pivotal role of competence in the recruitment process.


The Influence of Personality in Recruitment Studies reveals a striking statistic: around 70% of employers rank a candidate's personality among the top three factors guiding their decision to extend a job offer. This surpasses the importance placed on education (18%) and appearance (7%). The inescapable reality is that a candidate's personality significantly influences their success in most interviews. Yet, upon closer scrutiny, the intricacies of personality reveal themselves.


The Conundrum of Personality Unveiling personality's complexity, we observe how the interview process tends to favor outgoing individuals skilled in self-promotion and rapport-building. However, these skills might not always align with the job requirements. Paradoxically, a less technically proficient candidate may trump a more skilled one solely due to their dynamic interview presence.


Are Personality Hires Flawed? Engaging in engaging interviews holds merit, but constructing a recruitment strategy centered solely on exuberant personalities at the expense of skills is misguided. The reasons behind this are manifold.


The Deception of Personality Mastery in interviews doesn't guarantee congruence with everyday conduct. Nervousness and pressure can amplify traits, leading to exaggerated characteristics and an emphasis on speaking and selling skills. The version of a person perceived during an interview is limited and might not mirror their long-term behavior – a shaky foundation for critical hiring decisions.


Team Dynamics and Personality Hires Hiring someone for their personality, while neglecting skills, burdens teams and organizations. Discrepancies arise between how peers perceive a new member and how leadership views them. A self-proclaimed personality hire might rely on charm and influence, straining team dynamics. Favoritism towards an under-skilled new hire can trigger conflict and resentment.


Slowing Down Onboarding The ideal outcome of hiring is lightening the existing team's load. However, when a new recruit lags in learning and skill acquisition, the team might regress. Onboarding should nurture employees' integration and cultural assimilation, not teach fundamental role-related skills.


Leveraging Assessments for Balanced Hiring Top Talent Consulting employs assessments that transcend personality tests, measuring behavior, motivation, and emotional intelligence. These tools provide data-driven insights into candidates' communication styles, workplace compatibility, and motivational triggers. Such insights facilitate more accurate assessments, minimizing recruitment pitfalls.


Assessments to the Rescue! Consider a job candidate with strong skills but a low Influence score in the DISC assessment. While they might falter in the conversational segment of the interview, they possess the perfect skill set for the role. By benchmarking candidates against job requirements rather than traditional interview traits, interviewers can identify potential even in reserved candidates.


Strategizing for Effective Recruitment Navigating the labyrinth of personality hires requires reevaluation. Rather than perceiving personality in isolation, view it as a facet of behavior. Incorporate reliable tools like assessments to gather comprehensive data. Thus, with a holistic approach considering both personality and competence, hiring managers can make well-informed decisions that lead to successful hiring outcomes.


In the tapestry of recruitment, achieving equilibrium between personality and competence is paramount. Adhering to a strategy that factors in both aspects ensures not only a harmonious workplace but also optimal professional growth.

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