Five qualities of recruiting a person.

Use five personality patterns to recruit the excellent employees you need.

Dr Sarah Bridge is a famous management trainer and psychologist, who is engaged in the research of organizational performance. "In the recruitment process, it is very important to distinguish which aspects can be cultivated and which are difficult to change," she explained. "By the time we are 25 years old, our character has been largely determined. Changing a person's attitude and interpersonal skills is much more difficult than changing his technical and business knowledge reserves. "

1 century, psychologists have been studying people's personality to predict people's behavior, and have also put forward various theoretical models. There is a model that has won wide recognition in the past 10 years and is called "five personality models". The characteristics of these five personality patterns include:

1. Strict self-discipline: the qualities of responsibility, prudence, organization, perseverance and diligence. People who lack strict self-discipline are easily distracted or show contradictory, impulsive, unreliable or irresponsible behavior. A person with strict self-discipline will try to solve a detail problem (which will eventually turn into a relentless pursuit of clarity). Those who score higher in this respect are methodical, constantly exceeding expectations and conscientious people.

2. Openness: the openness, curiosity, profundity and originality of one's thinking. Highly conservative, imitative and overly cautious behaviors lack the characteristics of openness. People who score high in this field are often imaginative and creative, and are willing to explore cultural and educational experiences. They are eager for change. Those with low scores are relatively more practical and realistic, less interested in new things, willing to repeat past behaviors and more accustomed to routine work.

3. Affinity: tolerance, kindness, courtesy and willingness to support others. Doubt, caution, selfishness, stubbornness or indifference are the opposite of affinity. People with high affinity scores are often people who are willing to trust others and cooperate modestly; People with low scores are more aggressive, lack sympathy and have weak teamwork ability.

4. Extroverts: easy-going, gregarious, talkative, ambitious and exciting. Quiet people-those who are shy, introspective, conservative or reserved-tend to be more introverted. Extroversion is often associated with self-confidence or conceit, with the desire to persuade others or convince others; Introversion is related to personal interests, introspection and in-depth analysis.

5, emotional stability: act appropriately and measured, calm and reliable, rational and optimistic. People with weak emotional stability are prone to anxiety, anger, uncertainty, strong sense of self-protection, easy to be nervous and easy to lose confidence. They are more willing to find objective reasons for their failure. Those who score higher in emotional stability tend to be more relaxed, more patient, able to work under pressure and able to cope with depression.

Bridget believes that the fit between job seekers and organizations depends on many variables-manager's goals, company culture, customers, team, your boss and yourself. Managers first need to evaluate the actual situation of the work: what kind of behavior model does this job need? What kind of needs do I have in problem solving, autonomy, learning ability and interpersonal skills? Then, managers can determine what kind of people can succeed under such conditions and what kind of people are prone to failure. And use the framework of five behavior patterns to score these two types of people respectively, and finally choose the best candidate.

For example: What is the importance of strict self-discipline? If you look at the personality traits that AOL is looking for again, you will find that this is not an important feature of the company's best salespeople. It's not hard to explain. AOL hopes to make money quickly by taking advantage of potential customers' interest in portal business-this requires too much speed, so that the company has no time to carefully consider what is effective and what is a waste of customers' money. This situation is very typical in the advertising industry. If the team you manage believes in the old saying, "You can't make an omelet without breaking a few eggs." You don't want your employees to be so cautious that they think twice before making a deal.