In the wake of excess competition in various industries, companies emphasize on recruiting candidates who match the exact job description as the only way of providing workforce which can assist the company in undertaking things which can assist it to attain its goals. Personality is one of the factors which employers consider most while recruiting staffs for various job positions. According to Habib (2011), personality is the combination of different characteristics or qualities which form individuals’ distinctive character. It encompasses one’s feelings, thoughts, and behavioral patterns.
One of the major reasons why personality has been a factor of consideration during recruitment and placing employees in different positions is because experts have discovered that one’s personality impacts his/her work behavior. According to Han (2015), it is imperative for organizations to consider personality because it affects work culture and several other aspects which influence the performance of an organization.
Having the right mix of staff is fundamental especially for organizations which aim to succeed in their areas of operation (Zareen, 2017). While recruiting, it is important for organizations to seek the right match for the particular job and as well as work culture of the company because they impact employee behavior.
Personality is the typical way in which individuals respond to situations or individual’s preferred way of behaving in certain circumstances. One’s personality impacts his/her success in the tasks he/she undertakes. According to Lili (2016), skills can be taught but personality cannot. This is one of the reasons why organizations consider one’s personality while recruiting or promoting employees to various positions because unlike skills one’s personality cannot be changed through training.
Although employees should have the necessary skills to undertake their jobs, skills alone do not make them great. No matter the kind of business or job, there are different personality traits which every company look for in recruits during recruitment and placing employees in different positions (Han, 2015. Recent research indicates that the vast majority of companies recently look for cultural fit during hiring processes as more and more organizations focus on attrition rates.
Some of the personality traits which employers are looking in employees in the recent days are confidence, self-monitoring, intellectual curiosity, professionalism, and high energy among others. These traits do not only determine how one is able to undertake his or her tasks but also determines the level at which employees are able to interact with their counterparts through groups and other skill and experience sharing forums.
According to Danny (2016), hiring and retaining employees with the top talent is not simply about seeking for the candidates with the experience, skills and academic qualification. It also comprises of identifying candidates with the personality traits which can fit the organizational culture. The manner in which people behave influences organization culture, and the personalities traits determine the way in which employees behave. This means to avoid affecting the culture, HR professionals must consider the candidates’ personality traits to ensure they match culture of their organizations.
The issue of fit has become increasingly critical because firms are starting to realize that most failed hires are not because employees cannot perform their duties but because they are of poor cultural fit (Ashu, 2013). This aspect manifests itself in various aspects like personality clashes, communication issues, culture clashes and other aspects of social or relationship awareness miscues.
According to Zareen (2017), various tasks organizations require different skills sets and aptitudes which are tied to personality traits. This is one of the reasons why most businesses are moving from not only considering academic qualifications, skills, and experiences to considering one’s personality traits.
As time goes on, the way in which people interact within groups in organizations is becoming an important factor which determines employee performance. The management of workers is also nowadays depending on how people interact with each other (Dann, 2016). Human resource professionals have realized these aspects are influenced by personality traits and that is why considering one’s traits has become very essential.
The other reason why human resource personnel are factoring in personal traits during recruitments is because recent studies have identified that the way in which people interact in organizations determines the nature of work environment which in turn determine organizational performance. Ashu (2013) argues that one’s personality traits determine the manner which that person socializes with others. This means personality traits in employees determines their ability to work well with their counterparts in teams.
Other factors influenced by employee personality traits include customer buying decisions. This factor influences consumer buying decisions in the fact that consumers like purchasing from friendly people. Personality traits, in this case, determines how the employees are friendly and how they are willing to serve their clients.
One’s personal traits also impact the manner in which employees work with their colleagues (Doina, 2014). Unhappy, moody, angry, and stress-prone employees affect work environment which in turn influences the morale of other employees to undertake their tasks. HR professionals seek to hire people who are able to contribute positively towards establishing job environment which can trigger success.
According to Ritu (2011), organizations which offer great customer service perform better compared to the ones which do not. Better customer service is triggered employing people with better personalities which can assist them to work in the cross-functional teams and also ones which can help the to socialize well with internal and external customers. The aim of companies considering personality during hiring and promotions is to acquire people who can not only interact well with clients but also who can assist in increasing their loyalty towards the organization
According to Sarita (2013), employee satisfaction is brought by the close relationship between their personality and demands of the work. Every company tries to bring a fit between job requirements and the traits and abilities of the candidates applying for the job. This means it is very important to consider the variable of individual differences in personality while hiring new employees so as to enhance job satisfaction.
Most organizations feel that not all employees with the required skill sets, academic qualifications or experience perform better without good personality traits. According to Ion (2012), individuals may meet the skills, academic qualifications and experience required for a particular job but without good personality traits, they cannot assist the organization to meet its goals. This means employee behavior influences how they perform in the tasks they undertake.
Employers also value considering personality traits during hiring because they want to attain people who they can manage. According to Sungeun (2016), hiring candidates whose personality clashes with yours can lead to problems which affect not only the other staff members but also influences the job environment. When employees get stressed because of working in a stressful environment, they end up performing poorly or making wrong decisions which in turn impact the organizational performance.
According to Sulakshana (2016), interviews, resumes, work ethic and cognitive tests do not inform an organization about the candidate’s’ integrity, creativity interpersonal style or ability to provide customer service, handle pressure or participate in team works. Personality consideration assists in determining how an individual will work intelligently, diligently, cooperatively and cheerfully.
Considering one’s personality helps organizations to determine whether the candidates have the required ability and adaptability for the company’s work environment (Zareen, 2017). When organizations recruit people without these aspects, chances of poor performance or increased cases of employee turnover are always high. Therefore, to reduce these issues, HR professionals analyses one’s personal traits to ensure he/she can adapt to the nature of work environment in the organization.
Considering personality is not only fundamental during recruitment of new employees but also important during promotions. According to Doina (2014), the effectiveness of one’s leadership skills is highly influenced by his or her personality traits. Most of the companies with best management teams consider not only experience, academic qualification, and skills, but also one’s personality traits when giving promotions.
Good leaders are the ones who know how to interact with anyone in the organizations, one who know how to handle his/her tempers, and also the one who motivates other people to accomplish their tasks (Ashu, 2013). This means finding out if one is able to deliver these aspects before offering promotions is highly fundamental for organizations which aim to succeed.
In conclusion, most companies want to hire highly skilled and talented candidates for their teams. However, basing considerations on skills do not make teams effective and performing. Personality impacts all aspects of employees’ performance. So, it is imperative for organizations to consider personality traits during recruitments and pair employees with the duties which best fit their personality. This leads to increase in productivity and job satisfaction, and also makes the organization to function more efficiently. While recruiting, managers should mostly look for the correct job fit by not only relying on academic qualifications, experience, or skills but also analyzing one’s personality traits. This is because irrespective of having outstanding academic qualifications one cannot perform better without the required personality traits.
Analyzing one’s personality traits during promotions is also fundamental because leadership requires people who are able to work well both in groups and as an individual. good personality traits play a significant role in enabling leaders to form groups or teams, and lead them effectively to attain the desired results.
References
Ashu. S. 2013. Achieving Sustainability through Internal Communication and Soft Skills. IUP Journal of Soft Skills, 7(91), 47-67.
Danny. M. 2016. Response to “Research on the Dark Side of Personality Traits in Entrepreneurship: Observations from an Organizational Behavior Perspective.” Entrepreneurship: Theory and Practice, 40(1), 56-78.
Doina. P. 2014. Emotional Intelligence in Organizational Behavior. Economics, Management and Financial Market, 9(3), 89-98.
Habib. Ö. 2011. The Relationships between Organizational Justice, Confidence, Commitment, and Evaluating the Manager and the Perceptions of Conflict Management at the Context of Organizational Behavior. Kuram ve Uygulamada Egitim Bilimleri, 11(1), 34-56.
Han, J. K. 2015 Typology of Organizational Behavior: At the Crossroad of Risk and Uncertainty*.Development and Society, 39(2), 201-234.
Ion. B. 2012. The Effects of Personality on Managerial Behavior. Economics, Management and Financial Markets, 7(3), 67-89.
Lili. F. 2016. The Relationship among Public Service Motivation, Civic-Organizational Behavior (Obc), and Service Quality. Iranian Journal of Management Studies, 9(1), 789-798.
Ritu. T, R. 2011. Managerial Skills for Managers in the 21st Century. Review of Management, 1(3), 201-212.
Sarita. B. 2013. To Study Contextual Factors Influencing Entrepreneurship Behavior. International Journal of Education and Management Studies, 3(2), 45-67.
Sulakshana, L. S. 2016. Work, Life and Personality: The Relationship between the Big Five Personality Traits and Work-Life Conflict. South Asian Journal of Management, 23(4), 123-143.
Sungeun, k. S. 2016 .Childcare Teachers’ Job Satisfaction: Effects of Personality, Conflict-Handling, and Organizational Characteristics. Social Behavior and Personality: an international journal, 44(2), 23-35.
Zareen, B. N .2017.Exploring Organizational Citizenship Behavior as an Outcome of Job Satisfaction: A Critical Review. IUP Journal of Organizational Behavior, 17(2), 56-78.
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