Hiring the right person for a job is crucial for any business. However, it’s not just about finding someone with the right skills and experience. Cultural fit is also a critical factor in hiring.
Cultural fit refers to how well a candidate aligns with the company’s values, beliefs, and behaviours. When employees fit in with the company culture, they are more likely to be engaged, productive, and satisfied with their jobs. They are also more likely to collaborate effectively with their colleagues.
A study by Deloitte found that 88% of employees and 94% of executives believe that having a distinct workplace culture is essential to business success. A company’s culture can affect everything from employee morale to customer satisfaction. When a new hire is a poor cultural fit, it can lead to tension, conflict, and turnover. On the other hand, when employees are aligned with the company culture, they are more likely to stay with the company and contribute to its success.
Candidates may have great resumes and impressive skills, but if they don’t fit in with the company’s culture, they may not be the right fit for the job. This is where personality profiling can help.
The Benefits of Personality Profiling in Hiring
Personality profiling is a tool that helps companies gain a deeper understanding of their prospective employees. It can help identify candidates who fit in with the company culture, create a more diverse and inclusive workplace, and reduce bias in the hiring process. It also has the added benefit of circumventing possible unconscious biases of hiring managers, enabling companies to make more objective hiring decisions based on the candidate’s personality traits and how they align with the company culture.
Types of Tests and How They Work
There are various types of personality tests that companies can use in the hiring process.
Some of the most common types include:
- Myers-Briggs Type Indicator (MBTI): This test assesses how people perceive the world and make decisions, categorising people into one of 16 personality types based on four dichotomies: extraversion vs. introversion, sensing vs. intuition, thinking vs. feeling, and judging vs. perceiving.
- Big Five Personality Traits: This test assesses five broad dimensions of personality: openness, conscientiousness, extraversion, agreeableness, and neuroticism, with each being scored on a scale of 1 to 10.
- DiSC Assessment: This test assesses four behavioural styles: dominance, influence, steadiness, and conscientiousness, categorising people into one of four personality types based on their dominant behavioural style.
Hiring for Cultural Fit vs. Skill Set
The challenge of hiring is balancing cultural fit with skill set. It is important to have employees who fit in with the company culture, but also have the necessary skills and experience. Companies should consider the company’s values, beliefs, and behaviours when hiring for cultural fit, as well as the job requirements and the skills and experience necessary to perform the job effectively. By balancing cultural fit with skill set, companies can hire employees who both fit in with the company culture and have the necessary skills and experience to perform the job effectively.
The Impact of Personality Profiling on Employee Retention
Personality profiling can have a significant impact on employee retention. When employees fit in with the company culture, they are more likely to stay and contribute to its success. Poor cultural fit can lead to tension, conflict, and turnover. Personality profiling can help reduce turnover by identifying candidates who fit in with the company culture. By hiring employees who fit in with the company culture, companies can create a more cohesive and productive team that is more likely to stay with the company long-term.
Personality profiling can be a valuable tool in hiring for cultural fit and success. By assessing personality traits, companies can gain a deeper understanding of their prospective employees and ensure that they have the right fit for the job. Personality profiling can also help companies create a more diverse and inclusive workplace by identifying candidates who bring unique perspectives and strengths to the team. However, it’s also important to note that companies should use personality profiling in conjunction with other factors, such as skills, experience, and job fit.
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