![]() While candidates with low levels of neuroticism will most likely appear calm and collected during an interview, candidates with higher levels of neuroticism may appear nervous and agitated. High levels of neuroticism are often linked to stress and depression. Neuroticism reflects a candidate’s proclivity toward negative feelings like anger, anxiety, and distress. ![]() Their counterparts - candidates with low levels of openness - are more conservative and struggle with abstract thinking they tend to be less creative and seek out fact-based, actionable solutions to problems. Highly open candidates will have strong imaginations and look for creative solutions during the hiring process. Openness to experience refers to a general appreciation for new ideas, curiosity, imagination, and, well, being open to different points of view. Candidates with lower levels of agreeableness may seem standoffish or focus on things like financial/business impact over environmental and social impact. Highly agreeable candidates will show an ability to connect with others and make them feel at ease. They typically thrive in quiet environments and excel at working alone or in small groups.Īgreeableness is a measure of an individual’s tendencies toward sympathetic, kind, and affectionate feelings. On the other end of the spectrum, Introverted candidates will be more introspective and reserved. If the candidate is outgoing, talkative, and energetic, odds are he or she is an Extravert and thrives in busy, highly stimulating environments. These “Big Five” personality traits can help hiring managers and HR pros determine whether or not a candidate will be a good fit in their organization:Įxtraversion measures where a candidate draws energy from and thus, how well he or she will fit into your office environment. They’re often measured on a scale, to help individuals determine their tendencies toward one extreme or the other. These five traits represent five broad dimensions of personality that we all fall into. In personality typing, researchers often focus on the Big Five personality traits: extraversion, agreeableness, openness to experience, neuroticism, and conscientiousness. ![]() So, it’s important for hiring managers to know some of the basic personality traits they can look for in an interview, and how. But, we also understand that not every organization has the time or money to put into using these systems in their hiring process. Once that’s done, it’s time to start interviewing.Īt Truity, we’re big fans of the power that reliable, scientific, personality assessments wield to give decision makers insight into candidates and employees. However, taking the time to think about your company’s mission, values, and culture is important no matter who you are. Well, the specific answer is going to be different for every organization. “OK,” you say, “personality is important, but how do I determine whether or not a candidate is a good fit for my organization?” In other words, personality should play a big role in how you’re evaluating candidates in today’s job market. But what are they looking for, specifically? The survey says it’s a positive attitude (84 percent), communication skills (83 percent), and teamwork skills (74 percent). Today, however, you’re probably more interested in how the candidate’s personality will mesh with your organization’s values and mission.Īccording to a May 2014 survey of 2,978 job seekers and HR professionals by Millennial Branding and, 43 percent of hiring managers rank “cultural fit” as the most important thing when hiring a candidate. ![]() When a job candidate is sitting across from you for an interview, what’s the most important thing you want to know? In the past it may have been whether or not the candidate had the skills to do the job.
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