Hiring the Right Personality

Document created by 1050210 on Nov 12, 2014
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Published Date: 05/05/2014


Reneé Watkins

By Reneé Watkins


A recent international survey of several hundred HR professionals entitled “Tomorrow’s Most Wanted” finds personality of the individual candidate to carry more weight in the hiring process than technical competency. The survey polled C-level executives, directors, managers and employees within HR to draw these conclusions. The results of this survey are as follows, ranking the most desirable qualities of potential candidates:


  • 78% – Personality
  • 53% – Corporate Culture Fit
  • 39% – Skill Set
  • 14% – Drive
  • 12% – Open Minded


Candidates with a pleasing personality who are able to work well with other members of the organization are likely to be more engaged in problem solving and able to bring new ideas and creativity to the position. Even when it comes to the highly-skilled technical jobs, personality outweighs technical ability, according to this survey.


In today’s “digitized” business world, so much of the technology is already a part of the business process. It is unlikely to find a candidate who is able to enter the organization and be completely familiar with your business processes and the technology that controls them. Successful hires are more likely to be those who are willing to embrace the technology, learn what they do not already know, and engage with existing members of the team to understand the importance of their role within the company.


Hyper Island, a global learning institute, is an organization specializing in training companies and individuals on how to remain competitive in an ever-changing world, which is becoming increasingly reliant on digital information and less reliant on the individual workers within the business.


Hyper Island CEO Johanna Frelin says, “There is a growing desire for talent with a unique combination of skill and flexibility—people who can collaborate, adapt quickly, and are enjoyable company, but also have the drive to get things done.”


Over the last 20 years, there was a time when technical wizardry was the driving factor, overlooking an apparent unwillingness or inability to interact and collaborate with other team members in favor of the required skills. However, those times have changed and companies have come to realize the need for not only the hard skills, but the ability to apply them through interaction with others.