Personality impacts on recruitment and training
Personality is an important consideration when you recruit and select the right candidate from among numerous job applicants. There are divergent views, however, when it comes to its significance in the conduct of training of both newly hired and old employees including managers and small business owners.
In the previous blog, I discussed the recruitment and selection process. I mentioned that the hiring decision is based on several factors. I selected the key factors, namely: attitude, values, motivation, and skills.
I mentioned that some companies would give personality tests for a more scientific evaluation of an applicant’s attitude and inter-personal skills. You have to assess test results on the basis of specific job requirements.
Usually, when you try to understand an applicant’s personality, you are actually trying to get a clear profile of his/her unique strengths, weaknesses, and values. Your underlying reason for this is to determine the probable behavior that will be exhibited by the employee-to-be under the working environment and culture of your company.
There is obviously a wrong hire should the probable or expected behavior seems to clearly run counter to your corporate culture.
To properly prepare the new-hire for the correct performance of his/her job, you and/or the concerned department will give orientation and training.
You normally follow a manual on “how-to’s” when you conduct the training. The systems, procedures, and process are all there.
You may say that if the new-hire correctly follows the manual and instructions given, he/she CAN perform the job well.
But what cannot be predicted at the onset is WILL he/she perform the job well. The new-hire can perform the job technically alright but the question that may pop up later is will he/she perform it in a manner as expected by people in his/her organization. The issue then will revolve around attitude, behavior, and motivation.
While others may say that personality does not directly affect an employee’s job performance, I believe, based on personal experience, that it significantly affects an employee’s effectiveness in the organization.
If a new-hire’s interests, talents, character strengths, and potential can be determined upfront, the one in-charge of training can predict the attitude, behavior, and motivation of the new-hire.
How the new-hire will relate to others or respond to stress are important to be known beforehand. What personal beliefs or values the new-hire will lean on during challenging situations or what latent talents he/she can use have profound effect on job performance.
It is therefore compelling for the recruitment staff and the workplace superior to have a clear assessment of the new-hire’s personality. A correct personality assessment can preclude recruiting the wrong candidate and make training more effective – technically and psychologically.
HR practitioners can avail online appropriate personality tests, many of them free or offered at affordable rates. Comprehensive and scientifically validated personality assessments for employee training and development will result in better quality of employees.