Posts

Personality Traits To Hire Into Your Organisation

You might have heard the recruiting phrase, ‘hire for personality, train for skill’ – but how true is it? 

When you interview two candidates with similar skills and qualifications, the hiring decision ultimately comes down to whichever candidate ‘wows’ you on the day with something other than their hard skills – the candidates with the skills and personality usually get selected. 

So in answer to the previous question; yes, personality traits are very important to employers, when they come with a candidate who either has or has the potential to possess the hard skills needed to do the job. 

In this article, I want to talk about what personality traits you should be looking to hire into your organisation, and when a personality trait is sometimes just as vital as a skill or qualification – yes, this is sometimes the case. 

 

Spot the Difference 

 

 

Let me get you to think about the scenario I mentioned in the previous paragraph.  

Imagine you have a vacancy for tax accountant position in your business, and you interview two candidates who both have the required amount of experience with reputable firms, but on the day of the interview, they give two very different interviews.  

One candidate talks at length about their passion for the role, their hunger for a new challenge and how they still take pleasure from all aspects of their job, despite this being their 15th year in the sector. 

The other candidate is less enthusiastic; they spend more time talking about the parts of their job they would like to change, and tell you they prefer working on their own rather than part of a team. 

I would like you to bear this scenario in mind, and at the end of this article, I will advise you on the type of personality traits that will add real value to your business, and how to spot these traits in the interview. 

 

Know Your Team 

So, you’ve got a vacancy for a tax specialist, but you’re only a small team. How much thought did you give to the personality traits that your current team possess when you hired them? How well do your current team get along  – and is this because you had a personality hiring strategy in place, or was it a happy accident?  

Understanding the identity and the drives of each member of your team is the first step to knowing the ‘type’ of person you need. 

If your place of work is relatively small and there is a friendly but conscientious atmosphere, will hiring a boisterous ‘wild card’ really be a good idea – even if they have all of the desirable qualifications?  

When you begin your hiring process for your new team member, the first thing you need to do is map out the traits within your current team. Having a company value statement for your organisation is a great way to ensure you continually hire people whose attitudes fit with your vision – for example: 

We’re a customer-focused team who takes pride in our authentic and ethical working practices. 

Have this value and vision statement at the forefront of your mind when making your next hiring decision; better still, have it made into a physical sign and displayed somewhere prominently in the office.  

 

 

How Important is the ‘Right’ Personality? 

If you’re still thinking ‘but surely, skills are more important than personality traits’, let’s take a look at some data. 

A study conducted by global learning institute Hyper Island on the future of hiring returned some surprising results. They interviewed over 500 CEOs, managing directors and creative directors on the top qualities they look for in a new hire, and an overwhelming majority of 79% stated that ‘personality’ was the most important.  

‘Skill-set’ received just 39%, which was beaten by ‘cultural alignment’ which received 53%.  

And Virgin Group founder, billionaire Richard Branson, echoed this sentiment in a recent LinkedIn article, where he stated : 

The first thing to look for when searching for a great employee is somebody with a personality that fits with your company culture – most skills can be learned, but it is difficult to train people on their personality. 

 

Personality Traits to Hire for Success 

 

 

As a hiring manager, it is your job to make sure that you hire employees who can bring the team closer to the organisational goal, but also to create a strong team who can work together. There is no point in having great individual talent if they are dysfunctional in the way they operate as a whole.  

The following is a list of the most desirable personality traits to look for in your new hire, which will add real value to your organisation  

  • Openness – these individuals are receptive to new ideas, changing processes and have innate innovation; all great qualities. 
  • Honesty – in a team of any size, you need to know that you can trust every member implicitly. 
  • Independent thinkers – these individuals are great at challenging the status quo and pushing for changes for the better of the whole organisation. 
  • Passion and enthusiasm – a candidate who is slightly less qualified but far more passionate about the role is always worth a second interview. 
  • A team player – lookout for suggestions that your candidate is driven by working as a team towards a common goal. 

 

Finally 

If you have struggled to identify and attract the ‘right’ kind of candidates to your organisation, or need assistance with your hiring processes, contact Jobfitts today to find out how we can help. 

 

Thanks,  

Amrutha Murali 

The Five Things That Go Through a Candidate’s Mind Before an Interview

The current hiring market is candidate-led, and this can leave employers in an awkward position. 

When you need to fill an integral role such as a Credit Underwriter, or perhaps your team is expanding and you need several Business Analysts – if you’ve spoken to a few suitable candidates, what you need to know now is precisely what the candidates are looking for at the interview stage. 

In this article, I will explain some of the biggest concerns that candidates have when deciding on a new company, and what goes through their minds before the interview; by understanding this, you can eliminate the guesswork from your interview and onboarding process.  

With 65% of candidates saying that a bad interview experience makes them lose interest in a job, what are the key things that candidates are looking for from their interview?  

Let’s go through them. 

 

1. Will This Company Offer Me Development Opportunities? 

 

 

I’ll start with this issue as it’s one that my candidates raise regularly. Often when a company is failing to recruit and retain competent employees, it comes down to training and development opportunities – or lack thereof. 

LinkedIn’s 2018 Workforce Learning Report found that 93% of employees would stay with a company longer if it invested in their careers. 

In the interview, employers are keen to find out if the candidate sitting in front of them is right for the role in question, but as a recruitment consultant, my advice is to be longer-sighted than this. Yes, the candidate might be perfect for the IT or banking vacancy you currently have in your team, but will they continue to be as valued in the coming months and years? Candidates want long-term career prospects, and if your interview fails to highlight these opportunities, this can be a red flag for them.  

 

2. Will I Fit in Here? 

I mentioned earlier that the current Australian job market is candidate-led, but how significantly? Well, earlier this year the unemployment rate hovered at around 5% – a 6 ½ year low.  

High employment rates and an increase in job opportunities have meant that now more than ever, candidates are not only looking for a career with prospects but also for job that they love, and which will offer them a great company culture and a harmonious work-life balance.  

Candidates will be looking out for evidence in the interview that the culture of your organisation is somewhere where they will thrive and feel appreciated.  

Alongside an excellent compensation package, candidates assess your company culture on whether you provide extras such as health insurance, a wellness policy, flexible working opportunities, an inclusive and friendly environment….I realise that for some employers getting this right can seem like added pressure to please their employees, but the reality of the situation is that this is what employers have to do to attract the kind of talent that they want in the current job market. 

 

3. What Exactly Will My Responsibilities Be? 

 

 

Banking and FinTech candidates are increasingly eager to understand where they fit into their company’s bigger picture. 

A failure to be transparent in what the exact role and responsibilities are expected of the candidate will leave them feeling confused and uncertain of if they ‘fit’ into the company as a whole. A lack of clarity in  roles can come from when a company has not clearly defined the job responsibilities and objectives. 

For example, when looking to recruit a Collections Manager, will there be systems in place already, or will the candidate be expected to set up the Collection functions from scratch?  

A recent study found that 43% of new employees who quit within the first 90 days stated that the reason was that their role was different from that which was presented to them during the hiring process.  

Set aside time before the interview to clearly define the candidate’s daily responsibilities, plus objectives for the future of their role – candidates will want to know that their role has clarity and direction.  

 

4. How Will I Be Managed? 

You might have heard the phrase ‘employees don’t leave their job, they leave their manager’ – and this adage is true. A Gallup poll found that the top reason employees give for their resignation is the relationship they had with their boss or immediate supervisor. 

Candidates in the current job market are looking out for a manager who will be supportive and openminded to the often changeable and sometimes difficult life of a FinTech employee. Tell your candidate in the interview what kind of management style is employed in your company, and ask them how they like to be managed, so that there is a clear understanding in this area from the start. 

 

5. How Long Will the Process Take? 

 

 

I’ve left this point until last, but I want to affirm how essential this is to the candidate. A lengthy hiring process will drive the best FinTech candidates towards your competitors.  

My recommended process for hiring the best candidates is between two and four weeks, from start to finish. When quality candidates are looking for a new job, they will usually have several opportunities to consider at the same time, and they will be put off by having to wait for what they consider to be an unnecessarily long amount of time.  

One finance candidate that I recently worked with told me that a company he had interviewed with contacted him six weeks after his first interview – at this point he was already settled into a new role in a different organisation.  

Let your candidate know precisely how long the process will take and keep to the time-frame you set out! 

 

Finally 

This article should have highlighted the most important points that highly skilled  candidates consider on their recruitment journey, and what ultimately sways them in making their big decision. Jobfitts work with quality candidates which means we can match the right candidates to roles in which they will excel and grow with the company – 98% of our candidates stay in their role for at least two years. 

If you need help recruiting top talent into your organisation, get in touch with us today to discover how we can help.  

 

Thanks,  

Amrutha Murali