Hiring the right person for a job isn't just about their skills and experience. It’s also about how well their personality fits with the company culture and the team they will be joining. This method of hiring, known as personality hire, emphasizes character traits, values, and behaviors over technical skills alone.

What is Personality Hire?

Personality hire refers to the practice of selecting candidates based on their personality traits and how they fit with the company culture. The idea is that someone with the right personality can adapt and learn the necessary skills on the job, whereas a skilled individual who doesn't fit the team may struggle or even disrupt the workplace.

Why is Personality Important?

• Cultural Fit: Employees who align with the company values are often more engaged and satisfied.
• Team Dynamics: The right personality can enhance collaboration and communication within the team.
• Long-Term Retention: Candidates that fit well with the workplace culture are likely to stay longer.

Steps to Implement Personality Hiring

1. Define Company Culture: Understand your organization's values and what traits are valued.
2. Identify Key Traits: Determine the personality traits that align with your team’s dynamics and company goals.
3. Use Personality Assessments: Implement tools like the Myers-Briggs Type Indicator (MBTI) or the Big Five Personality Test to evaluate candidates.
4. Conduct Behavioral Interviews: Ask questions that reveal how a candidate has handled situations in the past, which can indicate their personality.
5. Involve the Team: Include team members in the hiring process to get diverse perspectives on candidates’ personalities.

Types of Personality Tests

There are various tests available to assess personality traits:

• Myers-Briggs Type Indicator (MBTI): Categorizes individuals into 16 personality types based on preferences in four pairs of opposing traits.
• Big Five Personality Test: Measures five main dimensions of personality: openness, conscientiousness, extraversion, agreeableness, and neuroticism.
• DISC Assessment: Focuses on four different behavioral traits: Dominance, Influence, Steadiness, and Conscientiousness.

Real-Life Examples

• Google: Known for their rigorous hiring process, Google employs personality assessments to ensure candidates align with their innovative culture.
• Zappos: The shoe retailer emphasizes company culture in its hiring process, asking applicants to demonstrate their fit with the organization’s core values.

Comparison: Skills vs. Personality

By shifting the focus to personality, companies can create stronger teams and a more positive work environment. This approach recognizes that while skills are essential, the right personality can make all the difference in a team setting.