I often see hiring managers and human resource departments focus on finding candidates who, on paper, possess the knowledge and skills required to operationally function in the position they are recruiting for. During the interview phase, they then seek to evaluate if an individual is passionate about their profession and enthusiastic about the prospect of joining the organization.
This process continues to evolve, and companies increasingly want a better understanding of what contributes to predicting performance in possible new hires. They want to better understand a candidate’s motivation, values, beliefs and goals in addition to their competencies. This allows the hiring organization to better assess whether there are personality characteristics and traits that, when pushed to extremes, will impede the individual’s ability to be effective in executing the responsibilities of the position.