Personality Profiling: Improvisation, intuition and rule-following
This is the final article in this month’s series exploring Behaviour and Personality in personality profiling as a recruitment tool. The full series can be found at monarchpersonnel.com.
Do you like structure, or would you prefer to improvise? Would you rather focus on facts or use your intuition? Are you a free thinker, or are you more comfortable following rules?
To conclude this month’s series of articles on the role of personality profiling in recruitment, we are looking at the following factors:
- Structure v Improvisation
- Intuition v Focus on Facts
- Free-thinking v Rule-following
Of course, in these articles we’re exploring the role of personality profiling as a cutting-edge tool to help you recruit the most suitable candidates for your business. But how do you think you would fare?
Structure v Improvisation
‘Structure’ refers to a preference for being organised, methodical and referring to procedures.
‘Improvisation’ is defined as being spontaneous and acting without a clear plan, being at ease when facing unexpected situations.
Those who score highly on structure are organised and methodical. Schedules are planned in advance, and where possible the candidate will do everything they can to stick to those schedules. The advantage of this is that the candidate is rarely unprepared, but a potential weakness may be a discomfort in dealing with unexpected situations.
These candidates would be suitable for working on projects that require a lot of planning, and they are likely to work well with other people who generally stick to schedules.
Candidates who score highly on improvisation are adaptable, and comfortable working in unexpected situations. They’re unphased by unpredictable schedules and making late changes to plans. The advantage of employing someone who scores highly on improvisation, is that they will respond readily to change. They may, however, lack organisation in their work.
Such candidates would thrive in projects that often require last minute changes. They won’t feel unduly pressurised when asked to modify plans and strategies.
Intuition v Focus on Facts
‘Intuition’ refers to the inclination to appraise situations and make choices based on personal insights, instincts, impressions and ‘gut feeling’.
‘Focus on Facts’ is defined as the tendency to be objective, logical, analytical and rational in evaluating information and making decisions.
Candidates who rely on instinct and first impressions to make decisions and solve problems, score highly on intuition. They don’t pay much attention to factual data and won’t spend time mulling over detail. Instead they rely on feelings to make judgements. This usually means they have the advantage of sharp instincts, but ignoring logical and factual information may result in them not fully understanding a problem.
These candidates would be best suited to roles where intuitive decisions are essential for the longevity of an organisation.
Those who score highly on Focus on Facts, understand the far-reaching consequences of checking facts before making decisions, even if it is just to confirm what their instincts originally told them. Their work will be thorough, prepared and evidenced, but there will always be the potential to miss out on quicker, ground-breaking results that come with a more intuitive approach.
Such candidates are more suited to roles that require the analysis of factual data and reporting of verified information.
Free-thinking v Rule-following
‘Free-thinking’ is the tendency to create or modify rules if existing ones are considered inefficient and impractical.
‘Rule-following’ refers to respecting and complying with established guidelines and standards set by an organisation and society.
Free-thinkers are disrupters who might feel the urge to rebel against norms set by an organisation. They may find it difficult to follow certain company policies if they disagree with them. At the same time, free-thinking can trigger innovation and modernisation when used correctly.
These candidates are suitable for projects in which they can use their own ideas, or where breaking the rules is necessary to increase the pace of work.
Candidates who prefer to follow rules believe that a set of policies is important for the smooth running of any organisation, and that rules should only be changed when they become outdated. While they would support policies and not cause disruption, they may slow down the pace of work, simply so that they can stick to the rules.
They would excel in roles where compliance and following guidelines are key.
Look out for our next series of articles
Next month our series of articles moves on from Behaviour and Personality in personality profiling, to Motivations, Aspirations and Values. We start on 1st September by looking at the factors of Personal Balance v Involvement at Work.
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