Professional skills and personality, which is more valuable|

Managers and employers want to hire the best and brightest for their companies. Candidates' abilities and success can be quickly assessed by scanning their resumes during the hiring process.

How can you choose the best candidate for your company from those with sufficient professional skills? This technique involves "personality," which has grown in importance in business.

Recent research shows that personality qualities are now more important than professional abilities in hiring. More than 500 CEOs were asked about business challenges and the traits they think will help them solve them in a research.

Leaders want “personality” features in their employees 78% of the time. Then, “cultural fit” qualities are most sought after. Ending with “professional skills”. Most of the qualities employers appreciate and seek include personality traits.

The famous millionaire says, “When looking for a great employee, the first thing you look for is whether the candidate has a personality that fits your company culture. Most talents can be taught, but changing personalities and training them is harder.

Another Harvard Business School research of 54,542 employees from 11 organisations found that personality qualities are more important than professional qualifications. This study found that managers resist terminating employees with negative personality traits and “toxic” behaviour.

However, this is not a sustainable solution. The study also found that toxic employees create more, work quicker, and are overconfident. This also shows how managers can tolerate “toxic” staff for so long.

Are high productivity and fast-paced work procedures worth putting up with “toxic” people? These immoral individuals lower morale and motivation, hurting the organisation in the long run.

Employees with the wrong personality structure can be smart and talented. Others find working with these people every day intolerable, both as employees and supervisors.

The company's performance suffers even more since these personnel lower morale and drive. No one wants to work in a workplace where such people's misbehaviour is ignored.

This condition is a major source of stress and job discontent. Without action, it can become a significant issue that can cause stress-related health issues in employees.

For these reasons, open-minded, respectful, thoughtful, able to set boundaries, uphold ethical values, embrace the corporate culture, and reliable employees, even if less productive, are more valuable than those without the right personality structure.

Long-term costs and turnover are reduced by evaluating and deploying personnel based on their personalities. As vital as hiring talented, high-performing workers is building a balanced, functioning, and healthy workplace to boost productivity.

Even if you disagree that personality is the most essential aspect in hiring, it certainly influences the decision. How can you tell if a candidate fits your company's personality?

What is your interview structure for candidates whose resumes you've evaluated and think would fit your company? Interviews allow candidates to be assessed for fit with coworkers and the corporate culture.

However, even though some people have the right personality traits for the job, they may struggle to show them during the interview and panic and draw a profile they don't want. To avoid this and get objective answers, corporate personality tests are utilised in recruitment.

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