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A mentor and a good friend once told me that he always looks for a person’s personality instead of skills when hiring. When asked why; he said that skills can be taught, but personality is already a part of your identity.
This gives a great perspective on this debatable matter.
Improve the accuracy of the candidate selection
Hiring for personality in the early stages of the process will help identify if a candidate is the right fit.
Unlike personalities, skills can be learned. So when a company makes the hiring having that in mind the accuracy of landing the right candidate is definitely higher.
For example, a candidate applying for a sales role having minimal interpersonal skills, low drive to succeed, or ability to influence; it would be obvious that such a person would not be the right fit.
You may also be interested in this: The next big thing in recruitment: Job application videos
Cost of replacing nonperforming employees
With the possibility of customized personality assessment tools, such as video screening tools, employers can appraise everything from the ability to communicate effectively to the overall match with the company culture.
It is a given that matching applicants precisely with the job roles will lead to much longer and fulfilling careers as such employees are less likely to quit themselves or even be fired by the organization.
One common mistake made by employers is they fail to focus on the purpose of the assessment. As an HR professional, you must confirm with your vendor and make sure that the test actually assesses and measures what it is designed for.
Skills can be learned
An applicant’s skills and knowledge on the field are almost always considered more important than personality in a potential hire.
However, the fact of the matter is this: skills can be learned, but people can’t change their personalities.
When a mattress company is hiring for their sales team, which do you think they would rather get: an outgoing, positive thinker with a great personality who doesn’t have much experience with mattresses or a fifteen-year sales veteran who is so bored with selling that he has a hard time forcing a smile when customers walk in the door?
According to Richard Branson, a job role can be mastered during a three-month period. Branson too prefers personality over skills when hiring.
So if one of the most successful businessmen on the globe does so, you should probably consider this method for yourself.
As of last year, some of the largest tech giants, including Google and Apple, moved away from requiring candidates to have college degrees.
The Internet has created an abundance of opportunities for individuals to learn skills on their own, without the need for expensive university education.
Is the time of the CV-based recruitment over?
Team culture should be a priority
With this in mind, you should do your best to hire a group of people that work well together. It can be difficult to decipher if a candidate will click with the rest of the department.
However, personality is often a good first indicator.
When you interview a candidate, ask yourself how similar or different his or her personality is from the rest of your staff.
That’s not to say that everyone working for you should have the same personality, but people with radically different personalities tend to clash more.
Providing a positive candidate experience
Video interviews could go a long way towards providing a great candidate experience – and this might be just what you need to set your company apart from the competition.
Video interviews allow you to keep your candidates engaged throughout the whole process, which prevents candidates from backing out.
In general, a positive candidate experience offers clear, honest, and consistent communication. When you effectively communicate with candidates throughout each step of your recruiting process, they are considerably more likely to have a positive experience with your company.
When you offer an exceptional candidate experience, job seekers talk about it with others and write about it online.
This generates positive awareness for both your employer and consumer brand, which can lead to more job applicants and even more customers.
To conclude, in order to create a healthy and dynamic work-culture, personality based recruitment is a grand step towards achieving that.
If you wish to make your first step in personality-based recruitment, don’t hesitate to
By choosing VideoCV, you’re contributing to a transparent and personality-based recruitment process.
