This is the second in a series of ten posts on hiring candidates for characteristics linked to high performance. Each post focuses on a key candidate trait, why it matters and how recruiters can develop processes to correctly and fairly evaluate for it.
Last week, I discussed how first impressions affect our decision-making process. In this post, I’ll be looking at how recruiters can fairly assess the personalities and character of job candidates to maximize the odds of making good hires.
Personality and character are a key part of every candidate's repertoire, and traits every recruiter has to evaluate. The best hires possess a diverse combination of skills, experience, and intangibles that allow them to gel with coworkers and make contributions to teams that go far beyond their technical skillset.
But effectively judging both personality traits and character traits is one of the most challenging parts of a recruiter’s job. As easy as it is to read someone’s basic personality, judging their deeper makeup is a completely different task made more difficult by the fact that we often confuse personality with character and vice versa.
Here's why and how recruiters should avoid making this common mistake.