{"id":1000,"date":"2021-01-25T15:46:00","date_gmt":"2023-10-18T15:46:03","guid":{"rendered":"https:\/\/www.salesforce.com\/?p=1000"},"modified":"2024-01-12T19:00:32","modified_gmt":"2024-01-12T19:00:32","slug":"hiring-for-personality-vs-ability-how-do-you-choose","status":"publish","type":"post","link":"https:\/\/www.salesforce.com\/ca\/blog\/hiring-for-personality-vs-ability-how-do-you-choose\/","title":{"rendered":"Hiring For Personality Vs. Ability: How Do You Choose?"},"content":{"rendered":"\n

They start the job interview off with a smile. They talk warmly about their former employer. They have good references from reputable people in the industry. <\/p>\n\n\n\n

Sounds like the perfect hire, right? There\u2019s just one problem: They haven\u2019t done this particular job before \u2014 or in some cases, they have done it for such a short time they lack the experience the job demands. <\/p>\n\n\n\n

Startups can face this kind of situation a lot. It can be difficult to attract the kind of candidates you want for a number of reasons. <\/p>\n\n\n\n

Depending on the vacancies you have to fill, there might be high demand for certain skill sets. Salary expectations for those with the necessary abilities could be out of step with what your budget allows. And there will always be people a little nervous about joining a startup versus a larger, more established company.<\/p>\n\n\n\n

That\u2019s okay, though, because in many respects making sure you hire someone who fits with your culture is even more important than whether they have a lot of previous experience. <\/p>\n\n\n\n

You can train people to improve their ability to do most jobs. It\u2019s much harder, if not impossible, to mold the personality traits an employee will bring with them when they show up for work. <\/p>\n\n\n\n

If a candidate comes across as unfairly critical, too self-oriented or has a tendency to exaggerate or lie, the rest of their qualifications really don\u2019t matter as much. You\u2019ll spend more time dealing with the issues that stem from those personality traits than you would training a novice who has a better attitude. <\/p>\n\n\n\n

This is why some startups go beyond the traditional routes to source candidates for a job. Instead they might look to form partnerships with schools whose upcoming graduates will be looking for their first position. They might lean more on their peer network for referrals. Speciality recruiting firms might be another option. <\/p>\n\n\n\n

Of course, it\u2019s not easy to assess someone\u2019s personality in a job interview, regardless of how you find them. These are some conversation starters that could help, whether you\u2019re hiring someone in sales<\/a>, hiring your first marketing professional<\/a>, hiring a customer service agent<\/a> or any other role: <\/p>\n\n\n\n

Make reference to mentorship moments<\/h2>\n\n\n\n

When you\u2019re interviewing a candidate<\/a>, ask them who their mentors are. If they\u2019ve been in the job market for a while, they might have been part of a formal mentorship program with a previous employer. If not, they might still have an informal relationship with someone in their field from whom they\u2019ve gleaned valuable insight and advice.<\/p>\n\n\n\n

People who are open to being mentored tend to recognize they don’t have all the answers, and they\u2019re willing to be guided and coached to better themselves. They learn to ask their mentors smart questions and to actively listen to the answers. This is exactly how you\u2019ll want them to behave if they join your startup. <\/p>\n\n\n\n

It can also be interesting to come at this the other way \u2014 have they been a mentor to someone else? Even if it was just during their time in school with their classmates, it says a lot about a candidate that they want to support others. <\/p>\n\n\n\n

Keep coming back to consensus <\/h2>\n\n\n\n

Most job interviews require candidates to provide some details about previous challenges they faced and how they overcame them. You\u2019ll want to do the same, but look for examples where they were dealing with a challenge in a group dynamic. <\/p>\n\n\n\n

If the candidate was a member of a team and there was disagreement over how to solve a problem, how did the team achieve consensus on what to do? How did the candidate contribute to that outcome? You\u2019ll get a better sense of how they might approach similar situations in a role at your startup.<\/p>\n\n\n\n

This also speaks to their ability to collaborate. Ask about the tools they have typically used to check in with their manager or team members, to share ideas or to manage information that informs a key decision. <\/p>\n\n\n\n

It\u2019s good to understand these preferences early on, especially given that more firms are working remotely where such tools are more important than ever. <\/p>\n\n\n\n

Retrace a similar learning curve<\/h2>\n\n\n\n

Few of us have all the natural abilities we need to take on complex professional challenges. Instead, it\u2019s more of a process of trial and error, where we continue to make an effort and study best practices in order to gain competence. <\/p>\n\n\n\n

No matter who you\u2019re interviewing or what role they\u2019re applying for, chances are they have been a newbie at some kind of skill or task at some point. Ask about the learning curves they\u2019re confronted in the past, even if it\u2019s not directly related to the job you\u2019re discussing.<\/p>\n\n\n\n

How often did they have to go back to the drawing board? Where did they look for assistance? How did they chart their progress? How did they make that journey a little easier for any of their other coworkers or teammates? <\/p>\n\n\n\n

Having them retrace these steps will allow you to imagine how they\u2019ll approach developing the skills you need in your startup, and what kind of resources or support you\u2019ll need to provide. You\u2019ll also begin to see how quickly they get energized, rather than frustrated, by a challenge. <\/p>\n\n\n\n

Conclusion<\/h2>\n\n\n\n

You don\u2019t have to think of these areas as a personality test. Instead, they\u2019re simply ways of drawing out anecdotes that tell a richer story about how candidates act once they\u2019ve been given an offer and are ready to begin a new job. <\/p>\n\n\n\n

Don\u2019t wait until the job interview, though. Consider how these kinds of questions could inform the way you develop a job description, the places you\u2019ll post or share the job opening, and even how you\u2019ll ask a candidate to prepare before they come in for an interview. <\/p>\n\n\n\n

A great personality won\u2019t necessarily make someone perfect for a job, but it can give them the mindset that will make developing their abilities faster and a better experience overall \u2014 for them, and for you. <\/p>\n\n\n\n

<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"

Hiring the right person for a role is crucial for any business. Learn what to consider before making an offer. <\/p>\n","protected":false},"author":1,"featured_media":1002,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"sf_justforyou_enable_alt":true,"optimizely_content_id":"","post_meta_title":"","ai_synopsis":"","_jetpack_memberships_contains_paid_content":false,"footnotes":""},"sf_topic":[8],"sf_content_type":[],"coauthors":[2],"class_list":["post-1000","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","sf_topic-startups"],"yoast_head":"\nHiring For Personality Vs. Ability: How Do You Choose? - Salesforce<\/title>\n<meta name=\"description\" content=\"Hiring the right person for a role is crucial for any business. 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