Mettl’s assessments have been the biggest filter in our recruitment process. Their platform has helped us reach out to a higher volume our applicant numbers. Mettl constantly keeps innovating on their products and tries to introduce a new aspect to everything.
Personality traits are behavioral and emotional patterns developed over time rather than during isolated occurrences. For example, it does not reflect a personality trait if someone is occasionally agitated. However, when someone’s typical behavior is grumpy rather than calm, “being angry” is likely a personality trait of that person. And such traits can often indicate success or failure in specific professional roles. Therefore employers need to measure personality traits as part of their recruitment process.
Various ways and means have been adopted to ascertain an individual’s personality. People often try to judge others through their body language, small talk, facial expressions, dress sense and choices. Occasionally, these parameters fail, as people’s personalities have many layers. Understanding personality traits meaning helps understand that people are not just good or bad. They tend to be a mix of both, having grey areas with mixed characteristics. Despite their positive traits, some people fail due to certain dominant negative traits. If not taken care of, the negative traits derail their careers.
Personality comprises several positive traits. In recruitment, emphasizing positive personality traits can help find the right fit. For example, if you are looking for a candidate to handle sensitive data, you may want to look at people with high loyalty ratings.
Examples of personality traits to seek in potential employees
While a potential employee’s qualifications may be sound, certain traits should serve as a red flag for employers. It is ideal to go for an evidence-based discovery of these traits. Sophisticated technology-driven background checks can serve the purpose well. Here are a few negative traits of personality that reduce a candidate’s employability.
Interestingly, certain personality traits may be good like being energetic and vibrant, but they may also create unpredictability. Hence, it is vital to set parameters specific to job profiles when assessing a personality traits list.
People are an amalgamation of both dark and light personality types. Therefore, employers and recruiters need to understand the significant difference in both and employ means to identify them in their potential employees.
The dark triad personality type consists of the following:
The light triad personality type consists of the following:
Qualifications and work experience assessments have been part of the hiring tradition. However, we need to make the extra effort to spread ‘personality assessment consciousness’ in hiring managers. Managers now have tools to evaluate human elements in a candidate.
The way people think, feel, and act forms certain habits over a period. Therefore, being aware of such habits is essential not only for individuals but also for their workplace.
Candidates may have the best resume, the right confidence and work experience. Still, if their personality is not aligned with the company’s requirements, it is not easy to crack an interview. Thus, educational qualifications alone cannot decide recruitment. It is critical to predict future success because if the hiring decision fails, it can cost a company a lot and impact the business negatively. Employees who do not fit in the company’s culture will eventually not live up to their job expectations and will be more likely to leave. Therefore, evaluation of personality is crucial, especially for organizations that strive for and promote a great work culture.
Candidates should be filtered, assessed and picked for the right job. Through understanding one’s personality, a company can predict one’s performance and determine what possible contributions one can make toward one’s career.
Understanding how candidates’ personalities will impact a workplace allows for understanding how candidates will manage their emotions or relate to the workforce or how they would approach challenges. Such data enables organizations to identify and hire the right candidate and improve their productivity and effectiveness.
For hiring a CEO (Chief Executive Officer), overall personality traits must be considered, whereas for hiring a sales executive, certain personality traits like sociability may need to be prioritized. If you are looking to employ entrepreneurial employees, this Harvard Business Review study can serve as a handbook for HR (Human Resource) (Human Resource) managers.
Several tools enable the efficient assessment of personality traits. For example, psychometric tests are assessment tools that objectively measure one’s personality traits, aptitude, behavioral styles and intelligence. Similarly, virtual assessment centers and role-based simulators gauge behaviors in real-world professional settings.
Employers must set screening parameters based on three key aspects.
An employee must have the ability and qualifications to do the job.
The values that an individual brings to an organization should be in line with the organization's values.
One needs to be able to get along with the company culture.
An employee’s personality type has relevance to the specified jobs. So, we need to map their overall personality types with those required for various job descriptions. While every employee is unique, an HR professional can broadly categorize them based on the following favorable personality traits.
The extroversion and assertiveness of people with this trait help them be good leaders.
This trait exhibits the extent to which a person is kind, empathetic and helpful. People with this trait are organized, efficient, punctual, hardworking and abide by the rules.
This trait highlights the extent to which a person appreciates different experiences and is open to working differently. They are perfect for initiating projects, as they use their imagination and curiosity to flourish in an innovative culture.
These are the optimistic and cooperative types who get along with everyone and bind the team members. They plan rather than go with the flow.
This trait showcases the extent to which a person is vulnerable, which is needed, especially when venturing into unknown territory. Such people create a healthy balance with their skepticism and challenge their teams. Excluding extreme levels of this trait and adding conscientiousness to their anxiety can help them keep a check and have a healthy bond with others.
Advanced technology allows employers to assess personality traits better. As remote hiring continues to be significant, an HR manager or recruiter no longer have to rely on an intuitive judgement of the candidate’s personality traits. Instead, various assessment methods can enable a more fair view of a person. Such methods further enable HR teams to ponder over and devise their hiring strategies. Examples of factors that can improve hiring include an assessment of positive and negative personality traits, overall personality types, light and dark personality types and more.
Essential traits vary depending on the job profile. These can be communication skills for a salesperson, a studious mindset for a research-related profile, and creative thinking for a job that requires innovation. However, honesty, integrity and empathy are deemed essential for all job profiles.
The top three strengths in demand with employers are the right skill sets, values and cultural compatibility.
Narcissism and psychopathy are some examples of the dark side of a person.
Dark personality traits are not accepted in organizations because being part of a company requires employees to be team players, have empathy for co-workers, and be responsible for their subordinates’ growth and overall well-being.
Personality traits are vital for career success because many workers acquire degrees and technical qualifications, but leadership, creative thinking, and the ability to gain trust often decide who gets into significant roles.
Originally published September 29 2022, Updated November 22 2023
Personality assessments are a method of identifying candidates whose characteristics match the role and organization’s requirements. Personality assessments help HRs make effective people decisions by placing people in positions suited to their disposition.