When you are vetting a candidate, you spend the most time trying to determine if their skills, experience, and education qualify them to do the job. But what if they are not the right fit for your workplace? Highly qualified professionals can sometimes be nothing but a disruption if they don’t have the personality traits necessary to thrive in your workplace. Read on to learn why it’s equally important to consider a candidate’s personality, and how you can get an accurate portrait in the limited space of a job interview.

Why Should You Consider a Candidate’s Personality?

  • Candidates who fit in with their co-workers will make a greater contribution faster and avoid the major causes of workplace disputes.
  • If a candidate feels comfortable at work, they will likely work harder and will commit to the job for longer.
  • Recruits who like where they work may be willing to accept less compensation or wait longer for a promotion.
  • Focusing on personality as much as skills allows you to bring dynamic, diverse professionals onto your team, not just the ones who check all the boxes on the job description.
  • Your clients/customers know the kinds of personalities you hire and clearly like the choices you make. Continuing that trend projects reliability, stability, and commitment to service.
  • Make sure to identify the personality traits you are looking for in advance of the hiring process, and be sure they are neither too general nor too specific.
  • There are formal personality tests available, but the results can be dubious or incomplete. If you use this resource, be sure to augment it with something else.
  • During the interview, try to identify negative personality traits like lack of commitment or selfishness. These are often easier to put your finger on than the positive traits.
  • It’s hard to determine someone’s personality when you only ask about their technical skills and work history. Try to learn about the candidate as a person by asking about their lifestyle, hobbies, and personal goals.
  • Introduce candidates to their potential co-workers, and ask them to work collaboratively if it is feasible. Observing a candidate on the job in a real work situation can reveal a lot about the subtleties of their personality.

How Do You Evaluate a Candidate’s Personality?

You don’t have to be a behavioral expert to effectively evaluate someone’s personality, but it can seem like a confusing and arduous process. Just remember that all the work you put in is worth it if you find someone that fits seamlessly into your workplace. Learn more about effective recruiting by working with the staffing specialists at MedPartners HIM.

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