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Why observing personality is important in recruitment

Observe the Personality of the Candidate?

The human resource management observe the personality of the candidate at the time of recruiting and selecting the candidates in their organisation. The personality of the candidates plays a significant role in selecting the job and placing them in the selected job as matched to their personality. Therefore it is a major responsibility for the managers for selecting the candidates having right personality for the appropriate job. The managers conduct this job by applying the theory of personalities. In this essay the discussion has been emphasized on the personality theories those are important in selection and recruitment of the candidates.

Personality is been defined as the traits as well as characteristics of unique set relating with the stable period of time. Personality is a unique phenomenon as it is different and varies from person to person. It is believed to be a active concept that describes the psychological growth as well as development of the person which is very much significant for doing various job. Person having different personality than the required job does not suit for the job and that is the failure of the manager to assess the personality of the candidate (Wagner and Hollenback 2014). Personality incorporates a man's moderately steady emotions, patterns of behaviour and thoughts. Everyone has a one of a kind personality that separates us from individuals, as well as understanding somebody's identity gives hints about how that individual is probably going to act and feel in an assortment of circumstances. To oversee adequately, it is useful to comprehend the identities of various workers. Having this information is additionally valuable for putting individuals into occupations and associations.


The managers need to test the personality of the candidates while going through the round of interviews for recruitment and selection. Managers can undergo the following steps for testing the personality of the students. Managers should note the traits of personality before hiring the candidate. Before the managers hire the new candidate for the new role they should integrate the job description before the candidate. This will help the manager to know the kind of personality that the candidate possesses. It will also help in analysing the skill as well as experience and the things that the candidate will help in bringing for the organisation. The big five traits could be use and put together with the blue print of personalities and with the help of traits the manager can identify the personality. The manager should also look for the appropriate personality that can be best suit to the culture of the company (Vernon 2014). As big organisations are large on culture for buffering therefore it can be used for the hiring process for evaluating the better decisions on the personality and applying the candidates whose personality matches the best. Clear understanding of the traits of personality which suits job role the best is significant for hiring.

Methods to test the personality of job candidates

The five big traits of personality can be used by HR managers to help themselves for placing accurate personality candidate in the appropriate place. The five traits termed as OCEAN are been described as are Openness, Conscientiousness, Extroversion, Agreeableness, and Neuroticism.

Openness includes the trait such as being insightful as well as imaginative also having broad scope of interests. The person who possesses this type of personality is generally open and tends to get mixed with other people in a less amount of time. They are not diplomatic and hence the higher privacy jobs should not be given to them (Judge and Zapata 2015). They show interests in different type of jobs and thus can be used as the multi skilled employees.

Conscientiousness is been referred to as the number of gaols on which the person focuses. These types of people are generally imaginative as well as creative who fundamentally focuses on the few number of goals in one time. They are self disciplined, organised, careful, responsible, systematic and thorough. People whose personality has greater degree of conscientiousness are reliable and they are also fast in their work (Heidemeir and Gritz 2016). The managers should place these types of people in the job role which requires prompt response and quick decision making ability. In an engineering firm these type of people can be placed in designed department as well as they can handle the work of manufacturing department as they are having quick response and great decision making ability.


Extroversions are those kinds of people who receive energy by interacting with the other people. On the other hand Introverts are methodical, thorough and organised. They get the working energy from themselves and they generally do not interact that much with the surrounding peoples. Extroversion incorporates the traits such as assertive, energetic and talkative (Jia, Jia and Karau 2013). They are great performers of job than the introvert in the job field like marketing positions, personal relationships and sales. Therefore the managers have to identify this personality during the procedure or recruitment as this personality trait is important. During the session of interview no candidate will show their quality of extroverts and it is the responsibility of the manager to understand it. If introvert person is placed in the marketing profile then no wander he will fail in this job (Willie and De Fruyt 2014).

Agreeableness is the trait where the individual are compassionate, friendly as well as cooperative. People having less agreeableness traits maintain distance from the surroundings. This trait also incorporates being sympathetic, kind and affectionate. People having high agreeable has the capability of having good relationship in the workplace with the mangers, co-workers and managers (Knezevic et al. 2016). People possessing this personality traits must be placed in job position like sales, approaching the vendor’s job as this type of personality trait is very much necessary.

The Big Five Traits and job suitability

The last of the five traits is Neuroticism. It is also refers to as the emotional stability. It relates to as the degree of negative emotions for the stability of emotions. People who are having high Neuroticism can experiences instability in emotions and the traits of Neuroticism are moody as well as tense. Person who are suffering from neuroticism are to be identified first by the managers as this type of people can damage the environment of work (Leuner et al. 2014). If they are been selected they need to be trained first by the organisation and then they should be placed in the job role.

The traits can be described accounting to the traits theory, Adler & Jungle theory, Social learning theory and Holistic theory. Traits theory is the traditional approach for understanding the personality and describes the personality in the terms of trait. The theory view personality in the form of revolving the attempts for identifying as well as labelling the characteristics which can describe the behaviour of the individual. The popular traits include aggressiveness, laziness, shyness, submissiveness, loyalty, timidity as well as ambition. This distinctiveness in character when reflected in large number is known as personality traits. The assumption of the trait theory is on the basis of assumption. The first assumption states that traits may be common to several individuals as well as vary in real amount in between the individual. The second assumption states that the traits are been relatively stable and exert universal effects. The third assumption is Traits can very well be computed and concluded from evaluation of the indicators of behaviours. Therefore managers can apply the trait theory for understanding the big five traits which are differently possessed by different candidate (Flesson and Jayawickreme 2015).


According to the theory Adler superiority helps in inspiring the person. He built up the ideas like remuneration and feeling of inadequacy in view of the drive for power. He gave weight on social relationship rather than detainee or organic variables. He worried on individual uniqueness, style of life , and the inventive. Jung worried on oblivious part of psycho investigation. As indicated by him identity is based o pre-arranging design obtained by people from his precursors. Jung affirmed that the operation of a person's identity is as much future situated as established before. Two seeing capacities: sensation (typically called "detecting" in MBTI works) and Jung distinguished two sets of mental capacities: instinct Two judging capacities: thinking and feeling (Abend 2013). As indicated by Jung's typology show, every individual uses one of these four capacities more overwhelmingly and capably than the other three; in any case, each of the four capacities are utilized at various circumstances relying upon the conditions. Detecting and instinct are the data gathering (seeing) capacities. They portray how new data is comprehended and translated. Individuals who incline toward detecting will probably trust data that is in the present, unmistakable, and solid: that is, data that can be comprehended by the five detects.

Personality theories for employee placement


According to theory of Social learning situation is been considered as one of the significant factors for considering the personality of the person. The action of individual in the situation provided, appraisal of the environment is also the major factor that HR managers should consider at the time of recruitment and selection (Funder 2013). These factors within the candidates if noticeable then the hr managers can proceed to select the candidate for the organisation.

Kolasa integrated the theory of several theorists to a theory known as Holistic theory. It includes the holistic, field and organismic theory. The managers can used this theory as it contains the integration of all theory and they can used all the theory at the same time.

Therefore the managers can used the above stated theory for selecting the candidates of right personality at right job role for gaining the competitive advantages in the organisation.

Reference list

ABEND, S.M., 2013. Some problems in the evaluation of the psychoanalytic process. Psychoanalysis: The Science of Mental Conflict, p.209.

Fleeson, W. and Jayawickreme, E., 2015. Whole trait theory. Journal of Research in Personality, 56, pp.82-92.

Funder, D.C., 2015. The Personality Puzzle: Seventh International Student Edition. WW Norton & Company.

Heidemeier, H. and Göritz, A.S., 2016. The Instrumental Role of Personality Traits: Using Mixture Structural Equation Modeling to Investigate Individual Differences in the Relationships Between the Big Five Traits and Life Satisfaction. Journal of Happiness Studies, 17(6), pp.2595-2612.

Jia, H., Jia, R. and Karau, S., 2013. Cyberloafing and personality:  Inpact of Marketing  the Big Five traits and workplace situational factors. Journal of Leadership & Organizational Studies, 20(3), pp.358-365.

Judge, T.A. and Zapata, C.P., 2015. The person–situation debate revisited: Effect of situation strength and trait activation on the validity of the Big Five personality traits in predicting job performance. Academy of Management Journal, 58(4), pp.1149-1179.

Kneževi?, G., Lazarevi?, L.B., Bosnjak, M., Puri?, D., Petrovi?, B., Teovanovi?, P., Opa?i?, G. and Bodroža, B., 2016. Towards a personality model encompassing a Disintegration factor separate from the Big Five traits: A meta-analysis of the empirical evidence. Personality and Individual Differences, 95, pp.214-222.

Leutner, F., Ahmetoglu, G., Akhtar, R. and Chamorro-Premuzic, T., 2014. The relationship between the entrepreneurial personality and the Big Five personality traits. Personality and individual differences, 63, pp.58-63.

Vernon, P.E., 2014. Personality Assessment (Psychology Revivals): A Critical Survey. Routledge.

Wagner III, J.A. and Hollenbeck, J.R., 2014. Organizational behavior: Securing competitive advantage. Routledge.

Wille, B. and De Fruyt, F., 2014. Vocations as a source of identity: Reciprocal relations between Big Five personality traits and RIASEC characteristics over 15 years. Journal of Applied Psychology, 99(2), p.262.

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