Is an Employee’s Personality Really More Important Than Skills?

June 9, 201412:55 pm509 views
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It has been a known tradition that having great professional experience is a must-have for any new hire. Let’s face it… companies need individuals who’ll bring more business value and expertise to their business. With experience, education background usually comes second. However, things are changing now.


The type of personality one has is becoming a major selection aspect for hiring managers. It is now being claimed that personality is the most valuable asset an employee can ever have.


“Hire attitude, train skill.”


Hiring managers are now hiring for attitude, that certain amount of genuineness that can make the right candidate a great fit for their company’s culture.


You may probably have taken a Myerrs-Briggs personality test while applying for a particular job. With these tests, it helps head-hunters and the human resources department assess if a candidate is a good fit or has a not so pleasant behavior that may hurt performance or productivity. Or even the over-all atmosphere of the work environment.


Who wants to work with a know-it-all or obnoxious person who sucks the life-blood out of everybody else?


Hiring managers argue that skills can be taught, but personality can’t be changed. One of the biggest reasons team work fails is simply one stubborn employee who can’t seem to get himself to cooperate. That’s why having the right attitude is of utmost importance since having a good personality can enable one to work within teams quite perfectly well and engage with cross-functional teams. It also assures one can interact properly with both internal and external customers.


Here are a few more examples how hiring for personality can help businesses:


Better Hiring Rates

It’s an obvious fact that an employee which fits perfectly well in the personality aspect tend to stick around for longer. Thus, this increases the efficiency rate of the hiring process as it’s able to filter out those who might just suddenly resign without any seemingly logical reason.


Minimizes Attrition

This may look similar to the first point above, but with a slightly different twist. Instead of just the new hire suddenly making an exit, it could be your more tenured employees who may want out because of conflict in personality with the new hire.


Your new hire and current employees – who have adapted perfectly well to the company culture, may come in conflict if they have different personalities. It is well worth looking into how someone will blend in the existing culture so that each and every team members can work harmoniously.


The Bottom Line or Your ROI

Hiring new staff entails costs, and it is every company’s hope to find the perfect candidate so that they can make a great return on their hiring investment. Think about the training, compensation benefits and other perks that are on the line. Not to mention the hours set aside for the hiring and selection processes.



In a hiring decision remember this:

  • good employees make good teams
  • good teams increases productivity and efficiency
  • increased productivity and efficiency means great products and services that customers love
  • great products and services that customers love mean increased company revenue


Read also: Interview Red Flags for Employer



Article Contributed by HR in Asia‘s Team.

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