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personality traits within employment
personality traits within employment
personality traits within employment
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Hiring New Employees in The Workforce Hiring new employees is a difficult job for most employers to do. When a person is hired most jobs only know a little about their new employee's personality. They only know what is on the person's resume. Resume's are usually made to make the person seem more intelligent than they really are. Resume's do not tell the employer about the persons work ethics. Personality is to be decided if an interview is given. Even at an interview, a person's personality flaws or work ethics may not be exposed to the employer. This causes employers to make a judgment call just on a person's resume and appearance. This may not always be the best decision to make. Employees are often categorized as: underachieving, average, and hard-working. Underachieving workers open positions for new workers. They are the group of employees that companies try not to hire. These employees do not do what is required from the employer. They tend to slack off when their boss is not around to watch over them. Underachieving employee's often leave jobs unfinished or...
Do you think personality counts more than skills or vice versa or is it balancing act between the two?
is required to take prior to hiring. A psychological test is taken as well to evaluate
They found find large racial differences in callback rates. Applicants with white names need to send about 10 resumes to get one callback whereas applicants with African American names need to send around 15 resumes to get one callback. Whites with higher quality resumes received 30 percent more callbacks than whites with lower quality resumes. On the other hand, having a higher quality resume has a much smaller effect for African Americans. These percent gaps in callback rates are statistically very significant. It shows that African Americans face differential treatment when searching for jobs. This proves that race is very real and determines how much people earn and the life they can
The employment interview has been the key element used for determining a candidates’ worthiness in filling an open position. Organizations rely on employment interviews as a way to predict the future job performance and work-related personality traits of interviewees. Over the years validity of the employment interview has been under scrutiny, so it is no wonder that is has been the topic of many research papers. The definition of the employment interview is “a personally interactive process of one or more people asking questions orally to another person and evaluating the answers for the purpose of determining the qualifications of that person in order to make employment decisions” (Levashina, Hartwell, Morgeson, and Campion 2013, p. 243).
An employer should always look at the abilities of their employees when it comes to their jobs. When hiring, resumes are used to show the employers how hard the applicant’s work and about where they studied. However, employers are taking the names of
...ther a job applicant has a tendency towards violence or other harassing behavior” (Stabile, 2002). Lastly, for some employers, it is often better to be able to test for specific traits in a particular job that might predict success or that might make an applicant a wrong fit for the particular job. For example, in service industries, employees deal directly with the public, so it is important to have a sense of the employee's prospective of service orientation, since the company is judged by the quality of the service provided. Another example is seen in a position that requires sales and constant communication with people, finding someone who leans toward extroversion might be more helpful for the organization's goals.
Many variables were tested in addition to the ethnicity projected by the job seeker’s name. Findings to the examination concluded that resumes with better credentials and less “gaps” improved the call back rate by 30% of White-sounding names, but did not do so at all for Black-sounding names. They also tested the effects of the job seeker’s address. Data shows that living in a better, more White-sounding neighborhood (more educated, higher income), is beneficial for White-sounding names, but is not helpful for Black-sounding names.
The Bridgespan Group. (2009). Making the Right Hire: Assessing a Candidate 's Fit with Your
When we speak about personality, we must consider the two prominent schools of thought: traditional and cognitive theories. Traditional theorists believe that personality is static and not likely to change, irrespective of education (Holland and Rayman et al., 1986, pp. 55--82). To suggest that a person’s personality and behaviour are consistent over time is a more unitary view that fails to incorporate the effects of interaction with others. Traditional theorists believe we have little or no control over the type of personality we transmit. This personality theory is now considered obsolete and has been overshadowed by the more modern cognitive personality theory. The cognitive model views ‘people as complex and sophisticated information processors’ (Pervin, 1993). Cognitive theorists see personality as more flexible as it provides predictions that are situation specific. This theory is more applicable to understanding personality in the workplace as it is largely based on how people react to certain situations and contexts. Cognitive theorists believe that ‘people do have a choice about ...
Managers should understand an employee’s skills and abilities to make an informed decision on whether or not to hire him. Once hired a manager uses skills and abilities as a deciding factor for an employee’s job placement within the corporation. Secondly, an evaluation of an employee’s personality helps the manager in his leadership approach of that employee. Thirdly, perceptions can be the deciding factor of whether or not a candidate is hired and or promoted. An individual perceived as fitting in may be hired to negotiate business deals. Particularly, if the individual shows a favorable attitude through actions and deeds and has strong values and behaves
Personality tests cannot only be used in the selection process, but also to give the employer an insight to their employees in the workplace. Where they may be able to substitute certain jobs to certain employees who’s personality tests accompany that of the employee. Personality testing has been used in large businesses to determine how successful an employee may be in that workplace. Also discussed in previous tutorial classes, is completing the personality test for personal use to view whether or not there has been any personality changes over the course of working in a particular workplace as discussed previously that workplaces are a primary setting for personality traits.
An organization provides every necessary method before making a decision to select an applicant for the job position. A company will provide pre-employment testing/screening in order to select the most qualified candidate. An organization may decide to change its company into more diverse organization and therefore, it is their right to select more diverse employees. However, it is also important not to focus on a person’s gender, age or race. It is still very important to choose an employee who is the perfect fit for the job position. This is necessary because issues may arise and these issues may also impact the organization’s future.
Hiring an individual is simple, but getting the right individual takes a lot of effort and this makes a big distinction. The finest workforce gets the work done, they are bliss to supervise and assist the organization’s development. Recruitment focusing on merely employing warm bodies could result in headaches and unexpected setbacks. Sudden hire might need hours of management and time used up in control, retraining in addition to terminat...
Some people can’t get hired because they don’t have an education and they are not qualified to do the work required. Most companies call a person’s references and if they don’t have a good work record they are not likely to get hired. Employees will always hire the most qualified person based on their resume, or brief account of one’s education and professional experience.
Understanding the impact of my personality of other people helps me build productive working relationships with subordinates, peers, as well as bosses, alike (Bunn, 2013). The fit between personality and a company’s way of operating is vital when it comes to job satisfaction. Whether an individual is trying to find their place in the workplace or trying to find if they are moving in the right direction, it is essential for one to understand his/her personality, and how it impacts on the likeliness to fail or succeed in various careers (Hay Group, 2012). In the Session Long Project, I was required to make a personal assessment of the relevant set of skills, focusing on my strengths and identifying any weaknesses that the test may have revealed.