Different Character Assessments – Part Two


In Part 1, we began discussing the different types of candidate personality. A candidate’s personality can have serious implications on their aptitude for a role. For instance, you wouldn’t want someone quiet and analytical for a sales job.

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But, for now, here are the other types of candidate personality to look out for.

The Outgoing Candidate

Pros: The outgoing candidate is instantly likeable, a smoother talker, who will look you in the eye and give the answers you want. Seldom losing their cool, these candidates may often sound like they are reading from an internal script – which could often be the case. If you’re looking to fill a sales role, this is exactly the kind of personality you want.

Cons: The charm offensive can wear thin quickly. Also, those who sound “scripted” may have trouble thinking on their feet. Ask open-ended questions and see if the candidate sticks to “stock” answers. Ideally, you want to see a high-level of out-the-box thinking.

The Motivated Candidate

Pros: Motivated candidates are easy to spot. You can hear it in the way the talk and see it in their body language. This kind of person is known as a ‘Type-A Personality’. You can expect this candidate to plan thoroughly and be 100 percent results-orientated. Most bosses want jobs to move forward and be completed quickly – if that is the case, then this is the candidate for you.

Cons: This type of personality does have its downside. The focus and drive of these candidates may also lead to stubbornness. Motivated people can also be impatient with others, often being bossy, especially when others don’t meet their expectations or work at the same pace. Ultimately, it’s a case of “my way or the highway”.

The Reserved Candidate

Pros: These candidates will be much quieter, perhaps only offering ideas when asked. Well, at least in the beginning. These candidates are observers, so will take time to fully interact, but will make up for it with superb CVs, relevant experience and excellent references. They can go it solo or work collaboratively.

Cons: The biggest challenge with these candidates will be the interview. Their introverted nature means they will answer questions succinctly and to the point, perhaps in one of two sentences. There will be no overspill or superfluity, which may leave you wanting to hear more. Indeed, the way to get the most out of these candidates is not to ask more questions, but the right ones. Open-ended questions will encourage more rounded and in-depth answers. If you are hiring a sales person, this personality is typically unsuitable.