Page 134 - Boost Your Hiring

120 Boost Your Hiring IQ

The success of the interview depends upon the interviewer’s abil-
ity to get to know an applicant.

In other words, consider the transferable skills and personal traits that
will be necessary for this person to have in order to succeed in your
company’s culture and environment and as a team member of your ex-
isting staff.

Preferred Personality Type
While you should have a flexible attitude about the person you are
about to hire, be careful to not stereotype or have a prejudice against one
type of personality or another. And remember that some jobs will re-
quire more of certain skills than will other jobs.
For example, it is hard to imagine a shy or withdrawn person being
very satisfied or effective as a salesperson. On the other hand, a person
who is a “people person” stuck away in a back room with no interaction
with people all day would be unlikely to find job satisfaction.
Because a great deal of the interview process is matching personalities
with the job, it is important to look at the responsibilities of the job and
determine the type of personality that will be the best fit for the posi-
tion. If the interview process is looked at objectively, the idea is to find a
win-win situation for the candidate and for the company.
Followingaresomeexamplesoffactorsforsuccessneededinspecificjobs:
• Cognitive skills: The intellectual ability and capacity to reason,
think logically, and use good business judgment.

• Administrative skills: An ability to structure work, plan ahead, and
develop action plans to achieve an objective.
• Communication skills: The ability to write and think effectively.
These skills include the spoken work in personal settings, with
groups, and in formal presentations.
• Interpersonal skills: These relate to a person’s style of dealing with
people and include creating goodwill and establishing relationships.
These also include a sensitivity and understanding of others. These
skills are key to people in leadership roles.