WHY YOU SHOULD RECRUIT BOTH FOR CV AND PERSONALITY TRAIT

Upon asking an employer some time back how attributes he uses to employ his staff members, he answered thus, ‘personality and friendliness’. I then proceeded to ask him of how he knows of these attributes in job seeker’s CVs, he said that he does not find that attribute in their CVs but in the interview session he holds with them. This got me thinking about what he said how well does personality trait play a good role in the job interview?

Most employers would prefer to hire someone who appears friendly and personable. A big part of the interview process is discerning not only if a candidate can perform the job itself, but rather if they have soft skills that will fit in with the company culture, get along with current employees, and like the job.

Soft skills are defined as personal attributes that enable someone to interact effectively and harmoniously with other people. Some examples of soft skills:

— Adaptability

— Communication

— Initiative

— Project Management

— Follow-Through

— Problem Solving

— Strong Work Ethic

— Positive Attitude

— Aware of Self and Company

It is usually important to not only go through job seeker’s CV but to also check their personality trait to know how fit they are for the job. Know what is important to your organization and then set your interview questions towards those things.

Although some can be gleaned from a first impression, such as a positive attitude or effective communication, behavioral interview questions can help bring forth a candidate’s soft skills. My friend said asking behavioural questions can also help to bring out the goodness of a job seeker’s character. Below is an example of behavioral interview questions:

— “Tell me about a time that you identified a need and went above and beyond the call of duty to get things done.” (Initiative)