Even in the volatile job market of today, there is no dearth for opportunities for the talented. The millennial workforce is not under pressure to stay in a job and one of the hottest trends today is “job- hopping”, making retention a major headache for corporates. It is becoming increasingly important for businesses to have people who can be guaranteed to give their best to a job and are happy and satisfied doing so. This ensures that they stay longer.
Why is job performance not consistent? One of the major reasons for difference between potential and actual performance could be the differences in their personality. Sadly organziations hire for skills and fire for behavior.
Personality is the force that works behind behaviour and is defined by specific traits. Every job requires certain traits for superior performance. People who possess these traits are more likely to do a better job that the ones who don’t. Of course, not all jobs require the same traits. For example, though conscientiousness may be a prerequisite for most jobs, it may turn out to be a liability for jobs that are high on creativity.
Possessing the “right” personality for a job is a mandate for performance. And you would find that the high performers are happier and satisfied doing these jobs as well. People with the right personality fit find no reasons to quit which in turn takes care of retention.
Thus personality assessments prior to employing a candidate would be good idea, which is why corporates are increasingly employing personality and psychometric assessment tests to evaluate a candidate’s ”fit” to a particular role.
The link between personality and performance was defined primarily by the Big Five Model. The model projects that each individual has a unique combination of the five traits – Extroversion, Openness, Conscientiousness, Agreeableness and Neuroticism. The combination of the five in an individual determine his or her performance at work. Since personality plays a major role in determining the motivational factors, the individual’s reactions to the environment and people around them and the extent of interpersonal effectiveness. The Big Five model highlights the key differences that can exist between individuals, and indicates how certain personality traits can be used to predict at least one aspect of performance at work with a certain degree of reliability.
The Big Five Profile by Central Test looks at the influence of the five factors of personality in determining the interaction that an individual has with others at the workplace. This would help recruiters understand how well a person would perform in a specific role. Using the assessment, it is possible to determine the dominant traits of an individual which in turn would help them perform better in certain professions as against others.
Organizations can use the Central test Big Five Profile to analyze the suitability of a person for a job. The tool also works as a great option to improve self-awareness and the recommendations provided for improving personal effectiveness can help your employees grow professionally and personally.