The question might seem easy, but it can raise many doubts. After all, when we are looking for new employees to our company we search for specific personality or skills, or competencies. That they can deal with the tasks that will be put before them.
This specific set of competencies will be also needed for the further development of the organization. But what is crucial in such a search? If we hire a person who meets the skill expectations but does not fit into the structure of the organization. Has different values, and the team does not accept his or her approach, lifestyle, and way of communication. Should we think we achieved the recruitment success?
Personality or skills, what does the research show?
The research conducted by Hyper Island in 2013 in several companies from various industries shows that personality was the most important factor in recruitment and had a bigger influence than all other expectations towards candidates. For more than 78% of employers, personality was the first and the most important criterion during the recruitment process. The second place was taken by matching the organization’s culture, and the third place was taken by skills.
Personality determines who we are. Our temper and character are responsible for how we react in stressful situations. When we are under time pressure, or how we deal with intense emotions. Personality traits shape us as people and build our character. They are important in cooperation with the team, clients, and management as well as in the process of building a value path.
The candidates should be aware that recruiters evaluate their applications taking into consideration framework requirements, technical skills, specific competencies, completed courses, training, certificates obtained, knowledge of languages, etc. These elements of CV are extremely important in the first stage of the recruitment process. In the end, we search for a person who already has some “hard” skill set and will be able to deliver the given tasks. However, later on, during the interview with HR or a Manager, candidates can show themselves from a better perspective than competitive candidates, by showing their soft skills, emotional intelligence, and how they can communicate their values – that is all that makes up our personality.
Personality or skills or commitment
The employee who does not fit
the organization will be probably not entirely committed. He influences
the lower quality of work, lower effectiveness, lack of loyalty, and of
willingness to give an extra effort for a company. In the end, if the
scale of not committed employees is high – it can even have an impact on
lower company revenue. That is why we should not underestimate the
value of soft skills, personality, and their fit to our company culture.