Hiring the right person means finding someone whose skills, history and personality traits align as well as possible with the company. Many recruiters and other professionals in the field believe personality is incredibly important – even more so than some skills, in which a candidate can be trained. On the other hand, a person’s character and usual patterns of behavior are much harder to change. For that reason, recruiters need to delve into who a candidate really is as much as they need to learn about his or her skills and work history.
According to CIO, this is increasingly important to millennials entering and moving up through the workforce.
“This generation is very concerned with work-life balance issues and the culture at their place of employment,” Glenn Bernstein, COO of recruiting, staffing and executive search firm Execu-Search, told CIO. “They need to find out ahead of time if a potential job is somewhere they can ‘fit in,’ and be able to decide if a potential employer is someplace they even want to fit in.”
Meeting the younger generation of workers where they are regarding their focus on culture and personality can help companies attract and retain top talent. Inc. magazine suggests certain traits to look for include realism, confidence, a certain openness to risk and personal responsibility. These are a great start, but recruiters also need to consider what types of people really thrive at their own companies. This may vary by industry and even by office location. Getting a sense of who top performers with the firm are can help talent acquisition professionals decide which personality traits are most important for new hires to have. Recruiters should spend some time on this process and get a firm notion of what to look for in candidates.
Building Relationships with Applicant Tracking Systems
The process of getting to know a candidate requires building a relationship. Certain applicant tracking systems modeled on customer relationship management software can help recruiters complete this vital task and stay on top of communication with their prospects and candidates. These systems accommodate communication with candidates from first contact through the interview and beyond. They also allow recruiters and hiring managers to share impressions and information with each other, such as how the candidate behaved in a phone or in-person interview. Good communication practices and internal collaboration can help recruiters get the fullest possible picture of a candidate – including his or her personality – through the applicant tracking system and other interactions.
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