Personality traits to look for in an interview and questions to ask to identify them
When hiring new employees, it's vital to consider more than just their skills and experience. While job-related skills can be learned and taught over time, personality traits are often more fixed and take time to change. Thus, personality traits play a significant role in job performance and fit within a company, so it's important to look for certain qualities during the interview process.
Here are five key personality traits to consider when evaluating prospective candidates as well as some questions you can ask that help you filter the candidates quickly:
1. Adaptability: The ability to handle change and respond to new situations is crucial in today's fast-paced business environment. Look for candidates who have demonstrated adaptability in their past experiences, whether through taking on new responsibilities at work, adapting to changes in a previous role, or successfully navigating unexpected challenges.
Some questions you can ask to understand their adaptability
Tell me about a time when you had to adapt to a new situation or make a quick decision in response to a change. How did you handle it?
Describe a time when you had to learn something new in a short amount of time. How did you approach it?
Have you ever had to work with a team or supervisor who had different work styles or approaches than you? How did you adapt?
2. Confidence: Confidence is a vital trait to look for in candidates because it shows that they are comfortable with themselves and their abilities. It can be crucial in handling difficult situations or making important decisions. Look for candidates who are self-assured but not arrogant, and who can back up their confidence with examples of their past achievements.
Some questions you can ask to understand their confidence
Can you give me an example of a time when you took on a leadership role or faced a challenge that required you to be confident in your abilities?
Tell me about a time when you had to present your ideas or a project to a group. How did you prepare and present yourself?
How do you handle feedback or criticism? Can you give me an example of when you received feedback and how you used it to improve?
3. Communication skills: Strong communication skills are essential for almost any role, as they allow a candidate to effectively convey their thoughts and ideas and work effectively with others. Look for candidates who are articulate and able to express themselves clearly and professionally, both in person and in writing. Pay attention to how they answer questions and engage in conversation, and their ability to listen and understand others.
Some questions you can ask to understand their communication skills
Can you give me an example of when you had to communicate a difficult or complex idea to someone? How did you approach it?
Tell me about a time when you had to negotiate or persuade someone to see your perspective. How did you go about it?
Have you ever had to communicate with someone who has a different communication style than you? How did you adapt?
4. Emotional intelligence: This trait refers to a person's ability to understand and manage their own emotions, as well as the emotions of others. Look for candidates who can recognize and regulate their emotions, and who have good empathy and social skills. These traits can be especially vital in roles that involve interacting with customers or working in a team setting. It also indicates how they would handle success or failure in a task or project.
Some questions you can ask to understand their emotional intelligence
Tell me about a time when you had to manage your emotions or the emotions of others in a professional setting. How did you handle it?
Can you give me an example of when you had to work with a team member who was difficult to get along with? How did you approach the situation?
How do you handle conflict or disagreement in the workplace? Can you give me an example of a time when you had to resolve a conflict and how you approached it?
5. Problem-solving skills: The ability to identify and problem-solve is a vital skill in any role. Look for candidates who can think critically and creatively and come up with effective solutions to challenges. Ask questions that allow them to demonstrate their problem-solving abilities, such as asking them to describe a time they faced a tough problem and how they tackled it.
Some questions you can ask to understand their problem-solving skills
Can you give me an example of a time when you faced a difficult problem and how you tackled it?
Tell me about a time when you had to come up with a creative solution to a problem. How did you approach it?
Have you ever had to decide with limited information or resources? How did you go about it?
In conclusion, it's important to consider personality traits and soft skills in the hiring process in addition to hard skills and experience. Look for candidates who are adaptable and confident, have strong communication skills, are emotionally intelligent, and have problem-solving abilities. These traits can help ensure that new hires will be successful and a good fit within your company.