Personality Is Important For HR To Hire Employee

Is Personality Important for HR to Hire Employees?
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Introduction
The process of hiring or recruitment of employees within an organizational setup is one of the most crucial exercises for the business. The recruitment exercise can be quick or take some time, based on the type of skill set the employer is looking for, as well as the recruitment criteria of the organization. The prospective applicants are usually assessed based on many qualities, which the employer deems as the right fit for the organization. Among the most important things that the employer looks for from a prospective applicant is personality. Personality is the set of qualities and behavior that molds one’s character. It is what defines a person. However, most of the time, we fail at understanding a person's personalities. Assessing one’s personality during the interview process is usually done in many ways, such as applying the personality test. The main question is, however, should employers select based on personality? While there might be a few reasons as to why they should not, the greater part is that they should, based on some reasons.
Trends of using Personality Test
Personality tests have for a very long time been used by psychologists to establish a person's traits as well as assist the subject to interact with the others objectively. The human resource teams have identified the essence of not only these tools but also their implications in nurturing their talent. Consequently, institutions apply the knowledge to every worker’s behavior styles and capitalize on it appropriately to the benefit of the institution (Kramer, 2014). Lately, the personality tests trends have been banking on insights like training managers and team. The primary objective of these coaching is to enhance not only the relationship but also the productivity of the said teams and the managers. Besides, the same tools are used in several institutions during recruitment to ensure that the candidate picked fits well in the position. An employer will, therefore, have to go for personality because it comes along as some ‘package’ that has numerous additional desirable aspects (Rosse, 2014). There is much more to reap from such a criterion of hiring, than merely working with other traditional parameters.
The focus on personality during the hiring process has indeed been on the rise over the past two decades, as more academically qualified applicants continue to flood the job market. According to Siscovick (2017), almost 70% of the present interview processes entail personality tests and assessments, compared to less than 45% that did it two decades ago. This is nearly double the statistics and a stark indicator of how the traditional resumes and application letters are no longer being solely relied upon as the primary tool for recruitment. Personality has taken center stage in the whole recruitment process.
Human resource teams usually apply the Big Five personality dimensions to assist them during the hiring process. The reasoning behind the use of the parameters of tests of Big Five is that they are regarded as the primary traits which make up a person's overall personality. These parameters of tests...