Puzzle making up two minds

Three ways personality can make or break your workplace

The old saying goes that the whole is greater than the sum of its parts. Unfortunately, in the business world, the opposite is often also true. Infighting, conflicting agendas, and personality clashes cause the inefficiencies and unhappiness that add up to project failure.

While tools like the interview are designed to assess candidate’s personality, they aren’t always successful in this aim. The key problem is that interviews introduce subjectivity, whether a candidate is successful or not could depend on whether the interviewer had drunk their morning coffee. While it’s possible to design controls around these by formulating interview questions more carefully, person to person contact is inherently subjective, so it’s very difficult to design an interview in such a way that no subjectivity will creep in.

The solution is personality testing. For a long time we’ve been able to objectively measure personality traits which predict workplace success such as conscientiousness, teamwork, and adaptability. At Talegent, we’ve designed our personality tests to predict how well suited candidates are to their job and to your culture. Here’s three ways we do it.

  1. Remove those with undesirable personality traits: No matter which way you slice it, some people are simply not equipped to excel in the workplace. Those with highly negative traits such as sociopathy or extreme narcissism are only interested in getting their own way, even if it comes at the expense of everyone else. Unfortunately, more often than not these come with a superficial charm, so they interview extremely well. Personality tests are designed to catch out narcissists and sociopaths, and stop them at the door.
  2. Candidate-company fit: Big data has shown us that culture fit is extraordinarily important to ensuring employees work to their full potential. An employee who is hopelessly shy will probably not excel in a workplace where office drinks are held every week. Personality tests are able to measure a candidates personality traits, so you can see how well they’re likely to fit in with your company culture. In the future, big data analytics may be able to predict candidate’s personalities without a test. A recent study was able to predict peoples personality tendencies based solely on their activity on Facebook.
  3. Ensuring candidate-job fit: Candidate job fit is equally important as fitting in with the corporate culture. Imagine a sales rep who is completely unable to negotiate – they probably won’t be making many sales. At Talegent, we’ve gone a step beyond simply looking at candidates personalities. Instead, we developed a set of core competencies which can predict success in specific job roles. For example, a good sales rep needs to be adept at building relationships, problem solving, and negotiation, as well as having a strong sales focus.

An employee who doesn’t have the right personality simply isn’t going to be able to effectively perform in the workplace, so it’s critically important to choose a personality test which can accurately identify candidate personality.

So if you want to start hiring the best, visit our website today.

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