Personal Character Features Important to Hire Employees - Essay Example

?Is It More Important To Hire Employees With The Right Personality Characteristics, Or To Try To Improve Their Job-Related Attitudes Once They Join The Organisation? Justify Your Answer. Table of Contents Table of Contents 2 1.0 Introduction 3 2.0 Review of Literature 4 3.0 Conclusion 7 References 8 1.0 Introduction Hiring denotes finding and evaluating the right candidate for the right position in the organisation. Hiring the right candidate by examining during interview process is beneficial for the organisation. The personality of an individual is also a vital factor which plays a significant role in the interview process. Depending on the personality traits of an individual, the selection process is conducted. The personal character will entail the individual’s interest for the job and whether he will be suitable for the particular job or not. If the candidate is hired without proper judgement of his personalities, then the appropriate candidate will not be selected since the candidate’s attitude towards the job can change. The goal of this assignment is to understand the importance of personality of an individual during hiring process. The different ways by which the personality character can influence the work in an organisation will also be studied. The study will also look to find out whether it is more significant to hire employees with right personality characteristics or an employee’s job related attitudes can be improved once they have joined an organisation. From this paper, it can be learnt that the proper judgement of personality characteristics during hiring process is a vital factor. This paper helps to find out different personality characteristics that bring positive as well as negative attitudes during interview session. 2.0 Review of Literature Recruiting and hiring decision is complicated, thus it becomes challenging task for the company to hire a quality employee. The recruiter must be certain that the hired candidate performs best to their ability and acts as a value addition to the organisation (Profile International, n.d.). Recruiters use personality test in order to enhance their decision making process about the prospective applicants. When the information is large, the recruiter can be more capable and accurate with the appointment of the candidate. A person’s personality can determine whether he or she can work attentively, intelligently, optimistically and cooperatively. The style or manner in which a person approaches his or her work is influenced by the personality. The working style of a person matters a lot because unhappiness, rudeness, moody nature may affect the workplace as well as morale of the employees. Personality is considered as one of the most significant factors while recruiting and hiring an employee. The personality characteristics of a potential employee can determine his performance within the business boundaries; and cooperate as well as interrelate with the existing staff members. A positive personality may boost the morale of the entire staff, resulting in increased productivity and success in the organisation. The employees who are not screened properly during interview or hiring process are more likely to face negative consequences such as get fired for their improper conduct in the organisation (Hogan Assessment System, n.d.). Personality of an individual also includes measurable traits of behaviour that facilitate how an individual can perform in particular situation in the organisation. By understanding the personality characteristics the recruiter can hire the desired candidates. Job match is the extent to which the employees have the cognitive skills, interests and quantifiable personality traits that are essential in performing the job effectively. The four personality types are generally identified which encompass stable, dominant, influencing and compliant. The core personality characteristics are critical to examine the ability of candidate while performing any job (Swenson, n.d.). If the hiring of the candidate is done in an improper way, then the companies are supposed to face the unavoidable attrition problem. The recruiter can hire accurate and suitable candidates for the organisation during the hiring process, but this seems to be possible only by understanding and evaluating the personality types as well as psychology of the candidates. The recruiter tries to match the skills and qualifications of the candidate with the required job in the organisation. This part of hiring process is a significant determining factor for the interviewer. Although it is one of the major parts of hiring process, it is not sufficient for assessing the candidate. There is a chance of leaving the organization by the candidate soon after his or her employment, if in case his or her behavioural traits do not match with the culture of the organisation. According to one of the most important business magazines, i.e. ‘Harvard Business Review’, 80 percent of employee turnover is the results of recruiter’s mistake and inaccuracy of data during the hiring process (Guerc, 2010). Personality development is mostly required in an organisation because an individual with right personality can work in any situations and can handle any negative situations as well in the organisation. With the right personality and social skill, one can communicate easily with his or her colleagues and as a result the team cooperation becomes simpler. The interviewer while interviewing the candidate can understand whether the particular candidate will be appropriate for the desired profile. Good personality is reflected in an individual’s body language and it does not require to be verbally expressed (Personality Development, 2011). 3.0 Conclusion In the above mentioned part the argument has been justified based on the requirement of right personality characteristics while hiring employees. It has been observed that proper judgement of personality characteristics is essential for hiring the right candidate. The personality traits reflect an individuals’ attitude towards an organisation, his dedication towards job role and approach towards existing members in the organisation. Hiring only through personality characteristics will fail to judge the skills of the employees because it merely judges the traits of an individual. Moreover, right personal characteristics bring positive result and success in the organisation. On the other hand, if an individual with negative personality traits is hired then it results in unfavourable situation for the organisation as well as for the employees. The personality based judgement by the recruiter will help him to evaluate properly the basic characteristics of the individual before final selection process. Therefore, it can be deduced that it is more important to hire an employee with right personality characteristics instead of trying to improve job-related attitudes after joining an organisation. References Guerc, J., 2010. Using DISC Profile to Hire Right the First Time. Identifying, Developing and Coaching High Potentials. [Online] Available at: http://discassessment.org/using-disc-profile-to-hire-right-the-first-time [Accessed March 14, 2011]. Hogan Assessment System, No Date. Why is Personality Testing Important to Recruitment? The Science of Personality. [Online] Available at: http://www.hoganassessments.com/_hoganweb/documents/why%20personality%20testing%20is%20important%20to%20recruitment.pdf [Accessed March 14, 2011]. Personality Development, 2011. Why is Personality Development Important? Home. [Online] Available at: http://www.personalitydevelopment.org/why-is-personality-development-important.html [Accessed March 14, 2011]. Profile International, No Date. Evaluating Your Recruiting and Hiring Strategies. Employee Assessment and Employee Management Solution. [Online] Available at: http://www.profilesinternational.com/management-recruiting-and-hiring.aspx [Accessed March 14, 2011]. Swenson, T. A., No Date. The New Art of Hiring Smart: Matching the Right Person to the Right Job. International Institute of Marketing Excellence, Inc. [Online] Available at: http://onlinepubs.trb.org/onlinepubs/circulars/ec013/2BSwenson.pdf [Accessed March 14, 2011]. Read More