Personality at Selection Interview
Assignment – Personality
Personality can be defined as those relatively stable enduring aspects of an individual that distinguish him/her from other people and at the same time form a basis for our predictions concerning his/her future behaviour. (Wright et al cited in Rollinson 2005) This definition represents the view that it is possible to identify an individuals stable and unchanging personality and characteristics, and that if the characteristics are identified they can be used to predict the persons future behaviour.
Organisations differ greatly in their cultures and acceptable behaviours which means that some individuals naturally fit in better than others. (Rollinson 2005:85) Job roles themselves also differ in terms of the suitability of an individual’s personality in being successful in that job role. Therefore in determining the importance of personality at selection interview we need to determine what both the role and the organisation require. (Rollinson 2005:85)
In the work environment the “fit” of a person has to be right in terms of skills and experience as well as values and needs. (Holbeche: 2002). Person-organisation fit refers to the extent to which individuals and organisations share similar characteristics (personalities) or meet each others needs. The assessment of personality is carried out to determine desirable or un-desirable traits of candidates to assess their suitability for a role and/or organisation (Arthur:2005) Getting this right can lead to job satisfaction and organisational commitment. (Kristoff:2000) When an employer is recruiting the psychological contract has some importance. The psychological contract implies a series of mutual expectations and satisfaction needs arising from the P-O relationship (Mullins:2010) P-O fit is likely to be more important than P-J fit in satisfying the psychological contract (Morley:2007) in that employees will be required to adapt to changes in tasks and gain new skills. It is argued
Personality can be defined as those relatively stable enduring aspects of an individual that distinguish him/her from other people and at the same time form a basis for our predictions concerning his/her future behaviour. (Wright et al cited in Rollinson 2005) This definition represents the view that it is possible to identify an individuals stable and unchanging personality and characteristics, and that if the characteristics are identified they can be used to predict the persons future behaviour.
Organisations differ greatly in their cultures and acceptable behaviours which means that some individuals naturally fit in better than others. (Rollinson 2005:85) Job roles themselves also differ in terms of the suitability of an individual’s personality in being successful in that job role. Therefore in determining the importance of personality at selection interview we need to determine what both the role and the organisation require. (Rollinson 2005:85)
In the work environment the “fit” of a person has to be right in terms of skills and experience as well as values and needs. (Holbeche: 2002). Person-organisation fit refers to the extent to which individuals and organisations share similar characteristics (personalities) or meet each others needs. The assessment of personality is carried out to determine desirable or un-desirable traits of candidates to assess their suitability for a role and/or organisation (Arthur:2005) Getting this right can lead to job satisfaction and organisational commitment. (Kristoff:2000) When an employer is recruiting the psychological contract has some importance. The psychological contract implies a series of mutual expectations and satisfaction needs arising from the P-O relationship (Mullins:2010) P-O fit is likely to be more important than P-J fit in satisfying the psychological contract (Morley:2007) in that employees will be required to adapt to changes in tasks and gain new skills. It is argued
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