Applying a Personality Framework to the Hiring Process In the near future, your

Question

Applying a Personality Framework to the Hiring Process
In the near future, your company will be expanding its customer service department and you will be hiring 50 new employees. As HR manager, you have read about other companies using a personality framework for hiring. You are aware of the Myers Briggs Type Indicator and the Big Five Model used for identifying and classifying traits. Your Director has asked you to research the two frameworks and create a presentation. You need to address the following:

Based on your research, choose a framework and explain how applying it to the hiring process can be used to select a candidate?
What are the advantages and disadvantages of using the framework you chose for hiring?

Create a 10-slide PowerPoint presentation (not including a title slide and a reference slide).

Explanation / Answer

Ans:

Introduction:

Firms always want to create a pivotal talent pool and also hire the best kind of people who can align their work to the goals of the organization. It is important that the employees can work together as a team, enable high levels of togetherness in times of crisis and also are innovative creative and highly productive. In order to accomplish all this it is important that while hiring human resources personnel look at testing the candidates on the kind of personality traits they have.

A suitable framework that can be applied for hiring and screening candidates’ could be the the five-factor model is comprised of five personality dimensions (OCEAN): Openness to Experience, Conscientiousness, Extraversion, Agreeableness, and Neuroticism. The five dimensions are held to be a complete description of personality.

The Big Five are five broad factors (dimensions) of personality traits. They are:

Advantages:

The firm will be able to hire people that suit the work environment by testing them on character traits.

Firms can bring in the right kind of talent by understanding personality types.

The formulation of teams can be done very successfully using the results of these tests.

Disadvantages:

There are many more personality traits than those mentioned by the broad category of the big five.

People may give out different character traits in the test than they usually are

This test cannot be a conclusive proof of the kind of personality that people are.

This cannot be the only guide for hiring people.

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